目标和关键成果 (OKR)

为了衡量进度，每个目标都应该有三到五个相应的关键成果 (KR)，即详细说明如何实现这些目标的量化指标。

要回答这个问题，请问：要实现这个目标，需要什么条件？是否存在任何差距？如果我们实现了所有这些关键成果，我们就能实现这个目标吗？

设定关键成果的一些最佳实践包括：

• 使它们具体且可衡量
• 设定具有挑战性但可以实现的目标
• 使他们以成果为导向，而不是以活动为导向
• 确保可用资源
• 获得团队的支持
• 监控并在需要时进行调整

为每个关键成果 (KR) 分配一个团队负责人。虽然 KR 属于整个团队，但负责人负责跟踪团队的进度。

Assign each key result (KR) an owner on the team. While the KR belongs to the whole team, the owner is responsible for tracking the team’s progress on it.

每月查看一次 OKR 的进度。创建一个分数来反映您在每个目标实现方面的跟踪情况。

分数 - 使用介于 0 和 1 之间的滑尺，表示您是没有达到、接近或达到了 KR 的既定目标。例如：

0.3 = 我们没有达到目标
0.7 = 我们非常接近目标
1 = 我们完全达到了目标。也许我们未来应该设定更难的目标。

我们鼓励设定远大的目标，不能每次都得满分也没关系。实际上，Atlassian 自己的评分理念就侧重于延伸目标。假定团队实现与未实现目标的几率为 80/20，则应将分数设为 0.7，而在设为 1.0 时，则应假定实现与未实现目标的几率为 50/50。

Use your predefined scoring rubric to honestly assess how you’re tracking toward each result.

Is your current progress:

On track Your team met or exceeded the milestone for this month.

Off track You’re behind where you thought you would be by this point.

at risk You’re technically on track, but you’re aware of risks that could throw you off course.

For scores, we recommend using a sliding scale between 0 and 1 that indicates whether the team missed the mark, came close to it, or hit your stated target for the KR. For example: 

0.3 = We missed the mark

0.7 = We came very close

1 = We met or exceeded the milestone. Maybe we should set more ambitious goals next time.

If you’re using the Atlassian Goals app, this information goes in the Updates tab.

A strong update doesn’t stop at the score — it tells the story behind it. This step is about surfacing the context behind your progress: what happened, why it happened, and what’s next.

Use both quantitative and qualitative inputs to paint a full picture:

• Quantitative: How much did your metric move? (You already answered this in Step 6.)

• Qualitative: Why did it move that way? That’s what this step is all about.

Performance details (the “what”)

Start with the facts. What happened this month?

• What did you accomplish, and how does it compare to what you set out to do?
• Note any milestones hit, work completed, or meaningful progress made.

• Share any leading indicators or sub-metrics that add useful context.

Performance drivers (the “why”)

Now explain why things moved the way they did.

• What headwinds (challenges) or tailwinds (boosts) influenced your results?
• What changed in your environment, strategy, or team focus?

• If your goal is at risk or off track, dig into the root causes.

Steps to improve (the “so what”)

Finally, look ahead. What should your team and others take away from this update?

• What’s your plan to address risks or gaps?
• What support or resources do you need?
• What did you learn this month, and how can you apply it going forward?
• What efforts do you expect will drive continued or accelerated progress on this goal?

• If your goal is at risk or off track, what lessons should the “future you” (or a teammate setting a similar goal) keep in mind?

If you’re using Atlassian’s Goals app, you can document these notes in the Decisions, Risks, and Learnings tabs.