谷歌放弃OKR？深度解析绩效管理变革背后的真相
图片来源@视觉中国 | 文/穆胜
近期，一则"谷歌放弃使用20多年的OKR制度"的消息引爆全网。作为专业咨询机构，穆胜咨询本不想参与这类流量话题的讨论，但鉴于众多粉丝的咨询需求，我们决定通过本文还原事实真相。
Recently, news about "Google abandoning its 20-year-old OKR system" went viral online. As professional consultants, Musheng Consulting initially had no intention of participating in such traffic-driven discussions. However, given numerous inquiries from followers, we decided to clarify the facts through this article.
01 谷歌真的放弃OKR了吗？
01 Did Google Really Abandon OKRs?
谷歌官方声明显示："自2022年5月起，我们将采用Googler Reviews and Development(GRAD)新方法，专注于员工成长与发展。"需要明确的是：
Google's official statement reads: "Starting May 2022, we will adopt a new approach called Googler Reviews and Development (GRAD), focusing on employee growth and development." It's important to clarify:
OKRs≠绩效管理系统：OKR(Objectives and Key Results)只是谷歌Performance Management(Perf)系统中的目标设定工具。Perf系统包含目标设定、评估、校准等五个环节。
OKRs≠Performance Management System: OKR (Objectives and Key Results) is just a goal-setting tool within Google's Performance Management (Perf) system. The Perf system includes five components: goal setting, evaluation, calibration, etc.
OKR由英特尔创始人安迪·葛洛夫创建，1999年引入谷歌后逐渐成为硅谷标杆企业的标配。其优势在于：
OKRs were created by Intel founder Andy Grove and introduced to Google in 1999, gradually becoming standard among Silicon Valley benchmark companies. Its advantages include:
- 相比KPI更具灵活性和动态调整空间
- 通过频繁复盘引导员工目标达成
- More flexible and adjustable compared to KPIs
- Guiding employee goal achievement through frequent reviews
02 绩效变革的三大动因
02 Three Major Drivers of Performance Reform
谷歌此次变革背后有着深刻的时代背景：
Google's reform is rooted in significant contextual factors:
1. 应对"大辞职潮"：美国职场出现反常辞职浪潮，通胀高企导致实际收入缩水。
1. Responding to the "Great Resignation": An unusual wave of resignations in the U.S. workplace, with high inflation eroding real incomes.
2. 人才争夺战白热化：亚马逊将基本工资上限提高至35万美元，微软也宣布加薪计划。
2. Intensifying Talent War: Amazon raised its base salary cap to $350,000, and Microsoft also announced salary increases.
3. 内部薪酬满意度低迷：员工调查显示对薪酬、评估流程和职业发展的满意度持续走低。
3. Low Internal Salary Satisfaction: Employee surveys show declining satisfaction with compensation, evaluation processes, and career development.
03 GRAD新系统的六大变革
03 Six Major Changes in the New GRAD System
根据现有信息，GRAD系统主要包含以下创新：
Based on available information, the GRAD system mainly includes the following innovations:
- 考核频率：从每年两次减为一次
- Evaluation frequency: Reduced from twice to once a year
- 沟通模式：季度性职业发展对话
- Communication model: Quarterly career development dialogues
- 评估主体：转向管理层集体决策
- Evaluation body: Shifted to collective management decision-making
这延续了谷歌2013年以来的"绩效减负"思路，但将更多权力赋予直接上级，可能带来管理风险。
This continues Google's "performance load reduction" approach since 2013, but gives more power to direct supervisors, which may bring management risks.
04 绩效管理的本质思考
04 Essential Reflections on Performance Management
此次变革本质是"绩效管理大逃亡"——简化流程而非废除工具。OKR作为目标管理工具依然有效，但企业需要根据发展阶段选择适合的绩效管理模式。
This reform is essentially a "great escape of performance management"—simplifying processes rather than abolishing tools. OKRs remain effective as goal management tools, but companies need to choose appropriate performance management models based on their development stages.
关键启示：不要神化任何管理工具，保持开放思维，建立适合自身的管理体系才是正道。
Key Insight: Don't deify any management tool. Maintaining an open mind and establishing a management system suitable for your organization is the right path.
