OKR management process, how to implement effective dialogue, using the CFR feedback and recognition?

A question from an OKR student:

In the process of learning OKR, I don't know if I saw the teacher say that it is a performance tool, not an assessment tool. I want to know how this management is reflected?When OKRs are formulated, how should the management be tracked? What is the difference between this management method and the previous management?I have paid attention to the CFR method, how can it be used?This is the question I've been confused about.

Problem Analysis:

OKR is a performance management tool. The key to performance management is communication, which means that we need to improve the efficiency of communication in the process of OKR formulation, tracking and result review, so as to achieve OKR's openness, transparency, concentricity, and challenge innovation., self-driving force and other changes, and this requires scientific and efficient management methods to achieve, CFR is here for this.

Tips:

CFR (Conversation/Feedback/Recognition) is "Dialogue, Feedback, Recognition" and an efficient way of communication.
Drucker said, "The managers of the past said, the managers of the future are to ask." Managers need to inspire and guide employees by asking questions, rather than letting employees work passively.For example, when the Tita training department holds a work station meeting every day, it will ask everyone three questions "What is your task today? What risks may you encounter in the process of doing it? What support do you need?", throughAsking questions allows employees to think actively, think deeply, and improve their self-drive.You can improve your conversational skills by learning "GROW's Questioning Skills", please refer to: Communication skills for one-on-one interviews with employees
Feedback should focus on the work behavior itself, rather than evaluating a person.For example, Zhang San has been late three times recently. If you evaluate his work attitude, it may not solve the problem of being late, but you need to communicate the following with him: state the facts - ask Zhang San's opinion - clarify the impact of the facts - make the followingOne-step adjustment, communication without questioning is most likely reasoning, not real facts.You can improve your feedback ability by learning "SAID's Feedback Skills". For details, please refer to: How to Give Effective Feedback to Others
The younger generation of employees needs full and timely recognition."Maslow's Theory of Needs" proposes that the bottom-level needs are basic physiological needs such as food, clothing, housing, and transportation, and the top-level needs are self-realization and self-growth. Today's post-90s and 00s employees pay more attention to the top-level needs that need to be recognized and respected by the organization.Many companies will set up year-end awards, quarterly awards, and issue the best medals. This is an incentive recognition, but it covers a small number of people and has a long cycle. Most employees cannot get it, which cannot meet their needs. The real recognition should be OK.Any behavior, anyone, any time, is more focused on the recognition of the spiritual level.
One of the most important jobs of a manager is to think about how to praise employees.For example, give him a compliment for completing a certain job, help employees to give him a small prize, or even give recognition to clothing items that are in good condition. You can praise him verbally, send medals or virtual coins, draw prizes, or point through the Tita system.Like and so on.When employees are recognized, there will be positive work emotions, which will improve work efficiency, and this emotion will affect and inspire others.
CFR In addition to learning some skills, the most important thing is to keep doing it!Once or twice, a week or two won't make a big difference, but a year, two years, three years, or even longer, which is also the process of shaping leadership.