{"id":7183,"date":"2022-06-20T17:48:46","date_gmt":"2022-06-20T20:48:46","guid":{"rendered":"https:\/\/teamguide.app\/blog\/?p=7183"},"modified":"2023-06-14T10:36:25","modified_gmt":"2023-06-14T13:36:25","slug":"google-okr-playbook","status":"publish","type":"post","link":"https:\/\/teamguide.app\/blog\/google-okr-playbook\/","title":{"rendered":"Descubra o que o &#8220;Google&#8217;s OKR Playbook&#8221; traz de boas pr\u00e1ticas para ter sucesso com a gest\u00e3o de objetivos"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">O \u201c<\/span><a href=\"https:\/\/www.whatmatters.com\/resources\/google-okr-playbook#classic-okr-writing-mistakes-and-traps\"><span style=\"font-weight: 400;\">Google\u2019s OKR Playbook<\/span><\/a><span style=\"font-weight: 400;\">\u201d \u00e9 uma cartilha que mostra como o Google aplica sua gest\u00e3o de objetivos na empresa. Nela, encontramos recomenda\u00e7\u00f5es do que deve ser feito, al\u00e9m de armadilhas que colocam toda uma estrat\u00e9gia em risco.<\/span><\/p>\n<p><b>Leia tamb\u00e9m: <\/b><a href=\"https:\/\/teamguide.app\/blog\/empresas-que-utilizam-okr\/\"><b><span style=\"color: #0000ff;\">Como empresas que utilizam OKR podem ajudar seu neg\u00f3cio a ter insights na hora de criar os objetivos<\/span><\/b><\/a><\/p>\n<p><span style=\"font-weight: 400;\">\u00c9 verdade que o Google \u00e9 uma empresa poderosa que cresceu muito com a estrat\u00e9gia OKR. Por isso, listamos as principais recomenda\u00e7\u00f5es da empresa para que voc\u00ea possa se inspirar ao criar os seus OKRs.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Confira!\u00a0<\/span><\/p>\n<h2><b>Google OKR Playbook: como o Google faz a gest\u00e3o de seus objetivos\u00a0<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Em 1999, John Doerr apresentou ao Google um conceito que usava na Intel, o do OKR. Na \u00e9poca, o Google enfrentava uma dura concorr\u00eancia com sites de busca e precisava de novas estrat\u00e9gias para se destacar.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ao utilizar o OKR, <\/span><b>a empresa foi para o primeiro lugar em sites de busca e se tornou refer\u00eancia no uso do framework<\/b><span style=\"font-weight: 400;\">. Se voc\u00ea n\u00e3o sabe muito bem como os OKRs funcionam, sugerimos que leia nosso artigo sobre <\/span><a href=\"https:\/\/teamguide.app\/blog\/como-definir-okrs\/\"><span style=\"font-weight: 400;\">como definir OKRs<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Em resumo, o OKR tem <\/span><a href=\"https:\/\/teamguide.app\/blog\/estrutura-okr\/\"><span style=\"font-weight: 400;\">dois elementos<\/span><\/a><span style=\"font-weight: 400;\"> em sua estrutura:<\/span><b> objetivo e resultados-chave. <\/b><span style=\"font-weight: 400;\">Enquanto o objetivo \u00e9 a <\/span><b>descri\u00e7\u00e3o do que se pretende alcan\u00e7ar<\/b><span style=\"font-weight: 400;\">, os resultados-chave s\u00e3o um <\/span><b>conjunto de dados que levam at\u00e9 o objetivo<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Em outras palavras, o objetivo se refere a \u201co qu\u00ea\u201d se pretende buscar, e os resultados-chave a \u201ccomo\u201d o objetivo \u00e9 conclu\u00eddo.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">O Google usa os OKRs para:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">planejar o que ser\u00e1 produzido na empresa;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">monitorar se o progresso das atividades est\u00e1 de acordo com o planejamento;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">coordenar as prioridades entre os times;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">ajudar os colaboradores a focarem no que \u00e9 realmente importante.<\/span><\/li>\n<\/ul>\n<figure id=\"attachment_7184\" aria-describedby=\"caption-attachment-7184\" style=\"width: 770px\" class=\"wp-caption aligncenter\"><img fetchpriority=\"high\" decoding=\"async\" class=\"size-large wp-image-7184\" src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-1024x683.jpg\" alt=\"google-okr-playbook\" width=\"770\" height=\"514\" srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-1024x683.jpg 1024w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-300x200.jpg 300w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-1536x1024.jpg 1536w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-2048x1365.jpg 2048w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-270x180.jpg 270w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-770x515.jpg 770w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-150x100.jpg 150w\" sizes=\"(max-width: 770px) 100vw, 770px\" \/><figcaption id=\"caption-attachment-7184\" class=\"wp-caption-text\">O Google usa OKRs para ajudar os colaboradores a focarem no que \u00e9 realmente importante.<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">A empresa entende que <\/span><b>nem sempre ser\u00e1 poss\u00edvel concluir os OKRs<\/b><span style=\"font-weight: 400;\">. Por isso, o Google os pontua conforme o grau de sucesso que obt\u00e9m com eles da seguinte forma:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">de 0.0 a 0.3 \u00e9 vermelho;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">de 0.4 a 0.6 \u00e9 amarelo;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">de 0.7 a 1.0 \u00e9 verde.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Desse modo, quanto mais pr\u00f3ximo de 1.0, maior foi o \u00eaxito com o OKR.<\/span><\/p>\n<h3><b>Diferen\u00e7a entre OKRs aspiracionais e os comprometidos\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">O \u201cGoogle\u2019s OKR Playbook\u201d apresenta dois tipos de OKRs: aspiracionais e comprometidos. Ambos trazem os <\/span><a href=\"https:\/\/teamguide.app\/blog\/10-beneficios-do-okr\/\"><span style=\"font-weight: 400;\">benef\u00edcios do OKR<\/span><\/a><span style=\"font-weight: 400;\">, mas cada um reflete o sucesso do framework de maneira diferente.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Os OKRs aspiracionais s\u00e3o aqueles que <\/span><b>levam a correr riscos e t\u00eam grandes prop\u00f3sitos<\/b><span style=\"font-weight: 400;\">. Esses OKRs est\u00e3o al\u00e9m do alcance, s\u00e3o extremamente ambiciosos e erros e falhas s\u00e3o esperados.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Assim, os OKRs aspiracionais tem a pontua\u00e7\u00e3o esperada de 0.7, podendo ter muita varia\u00e7\u00e3o.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Por outro lado, os <\/span><b>OKRs comprometidos n\u00e3o t\u00eam espa\u00e7o para falhas e \u00e9 um acordo entre os times de que ser\u00e3o alcan\u00e7ados<\/b><span style=\"font-weight: 400;\">. Portanto, eles devem ser OKRs de pontua\u00e7\u00e3o 1.0.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Caso, n\u00e3o ocorra essa pontua\u00e7\u00e3o, \u00e9 necess\u00e1rio mostrar quais foram os erros da performance. Aqui, vale a <\/span><a href=\"https:\/\/teamguide.app\/blog\/comunicacao-assertiva\/\"><span style=\"font-weight: 400;\">comunica\u00e7\u00e3o assertiva<\/span><\/a><span style=\"font-weight: 400;\"> e feedbacks construtivos.\u00a0<\/span><\/p>\n<h2><b>Como o Google faz os OKRs funcionarem\u00a0<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">O \u201cGoogle\u2019s OKR Playbook\u201d explica como a empresa interpreta e lida com os OKRs aspiracionais e comprometidos. Confira a seguir!<\/span><\/p>\n<figure id=\"attachment_7185\" aria-describedby=\"caption-attachment-7185\" style=\"width: 770px\" class=\"wp-caption aligncenter\"><img decoding=\"async\" class=\"size-large wp-image-7185 lazyload\" data-src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-tipos-1024x683.jpg\" alt=\"google-okr-playbook-tipos\" width=\"770\" height=\"514\" data-srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-tipos-1024x683.jpg 1024w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-tipos-300x200.jpg 300w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-tipos-1536x1024.jpg 1536w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-tipos-2048x1365.jpg 2048w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-tipos-270x180.jpg 270w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-tipos-770x515.jpg 770w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-tipos-150x100.jpg 150w\" data-sizes=\"(max-width: 770px) 100vw, 770px\" src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" style=\"--smush-placeholder-width: 770px; --smush-placeholder-aspect-ratio: 770\/514;\" \/><noscript><img decoding=\"async\" class=\"size-large wp-image-7185\" src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-tipos-1024x683.jpg\" alt=\"google-okr-playbook-tipos\" width=\"770\" height=\"514\" srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-tipos-1024x683.jpg 1024w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-tipos-300x200.jpg 300w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-tipos-1536x1024.jpg 1536w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-tipos-2048x1365.jpg 2048w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-tipos-270x180.jpg 270w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-tipos-770x515.jpg 770w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/google-okr-playbook-tipos-150x100.jpg 150w\" sizes=\"(max-width: 770px) 100vw, 770px\" \/><\/noscript><figcaption id=\"caption-attachment-7185\" class=\"wp-caption-text\">O Google usa OKRs aspiracionais e construtivos.<\/figcaption><\/figure>\n<h3><b>Boas pr\u00e1ticas do Google para OKRs aspiracionais<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">A ideia dos OKRs aspiracionais \u00e9 levar os colaboradores a<\/span><b> irem al\u00e9m das habilidades que t\u00eam no momento<\/b><span style=\"font-weight: 400;\">. Assim, as equipes precisar\u00e3o de foco e, por isso, as equipes devem trabalhar em OKRs priorit\u00e1rios.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Al\u00e9m disso, o \u201cGoogle\u2019s OKR Playbook\u201d recomenda que o OKR aspiracional fique na lista dos colaboradores at\u00e9 que seja finalizado. Ou seja, mesmo que n\u00e3o haja muito progresso, <\/span><b>o melhor \u00e9 n\u00e3o abandonar as metas<\/b><span style=\"font-weight: 400;\"> e avaliar os resultados ainda que pequenos.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Outra dica da cartilha tem a ver com a possibilidade de <\/span><b>redirecionamento de OKRs para outras equipes<\/b><span style=\"font-weight: 400;\">. Se outra equipe demonstrar que tem a aptid\u00e3o certa para um OKR que est\u00e1 nas m\u00e3os de outro grupo, n\u00e3o h\u00e1 problema na troca.<\/span><\/p>\n<h3><b>Boas pr\u00e1ticas do Google para OKRs comprometidos<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">O ponto principal aqui \u00e9 que os OKRs comprometidos precisam alcan\u00e7ar a pontua\u00e7\u00e3o 1.0. Nesse sentido, o time precisa focar em prioridades e criar OKRs poss\u00edveis de serem realizados.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Como \u00e9 mais \u201cpalp\u00e1vel\u201d, os construtivos podem levar a muitas discuss\u00f5es. O \u201cGoogle\u2019s OKR Playbook\u201d n\u00e3o v\u00ea os conflitos como um problema para o OKR, mas como <\/span><b>um caminho para solucionar quest\u00f5es que podem atrapalhar o progresso<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Segundo a cartilha, o OKR comprometido que n\u00e3o alcan\u00e7a a pontua\u00e7\u00e3o 1.0 deve ser analisado profundamente. Isso n\u00e3o quer dizer que os colaboradores devem ser punidos, mas que<\/span><b> erros sejam identificados para que os pr\u00f3ximos OKRs consigam a pontua\u00e7\u00e3o<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b>Saiba quais s\u00e3o as armadilhas do OKR que atrapalham a sua evolu\u00e7\u00e3o\u00a0<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">O \u201cGoogle\u2019s OKR Playbook\u201d lista algumas armadilhas do OKR para que voc\u00ea fique atento e n\u00e3o corra o risco de prejudicar o processo na empresa.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Veja!<\/span><\/p>\n<h3><b>Armadilha 1: confundir OKRs aspiracionais e comprometidos<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Confundir um OKR comprometido com um aspiracional, pode levar sua equipe a <\/span><b>n\u00e3o se engajar nas tarefas de forma s\u00e9ria, n\u00e3o pensar no potencial de mudan\u00e7a<\/b><span style=\"font-weight: 400;\">, <\/span><b>nem a mudar as suas prioridades.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Da mesma forma, confundir um aspiracional com um comprometido, gera uma <\/span><b>defensiva para os times que podem n\u00e3o conseguir entregar o OKR<\/b><span style=\"font-weight: 400;\">. Al\u00e9m disso, a confus\u00e3o cria uma invers\u00e3o de valores, j\u00e1 que <\/span><b>os comprometidos ser\u00e3o deixados de lado para darem lugar aos aspiracionais<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Armadilha 2: cria\u00e7\u00e3o de OKRs de rotina<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Muitas vezes os OKRs s\u00e3o escritos de acordo com o que o time acredita que pode alcan\u00e7ar.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Dessa forma, h\u00e1 pouca mudan\u00e7a no que j\u00e1 \u00e9 feito para <\/span><b>dar espa\u00e7o a certos comodismo dos times<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Armadilha 3: defini\u00e7\u00e3o de OKRs aspiracionais t\u00edmidos<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Ao definir OKRs aspiracionais, muita gente se pergunta: \u201co que poder\u00edamos fazer se tiv\u00e9ssemos pessoal extra e um pouco de sorte?\u201d.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">No entanto, segundo o \u201cGoogle\u2019s OKR Playbook\u201d, a pergunta deveria ser: \u201ccomo poderia ser o meu mundo (ou dos meus clientes) daqui a alguns anos se estiv\u00e9ssemos livres das restri\u00e7\u00f5es?\u201d.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Assim, voc\u00ea <\/span><b>articula o desejo e vai al\u00e9m da preocupa\u00e7\u00e3o de como e o que fazer<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<figure id=\"attachment_7083\" aria-describedby=\"caption-attachment-7083\" style=\"width: 770px\" class=\"wp-caption aligncenter\"><img decoding=\"async\" class=\"size-large wp-image-7083 lazyload\" data-src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/estrutura-okr-definicao-1024x682.jpg\" alt=\"google-okr-playbook-aspiracionais\" width=\"770\" height=\"513\" data-srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/estrutura-okr-definicao-1024x682.jpg 1024w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/estrutura-okr-definicao-300x200.jpg 300w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/estrutura-okr-definicao-270x180.jpg 270w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/estrutura-okr-definicao-150x100.jpg 150w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/estrutura-okr-definicao.jpg 1280w\" data-sizes=\"(max-width: 770px) 100vw, 770px\" src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" style=\"--smush-placeholder-width: 770px; --smush-placeholder-aspect-ratio: 770\/513;\" \/><noscript><img decoding=\"async\" class=\"size-large wp-image-7083\" src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/estrutura-okr-definicao-1024x682.jpg\" alt=\"google-okr-playbook-aspiracionais\" width=\"770\" height=\"513\" srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/estrutura-okr-definicao-1024x682.jpg 1024w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/estrutura-okr-definicao-300x200.jpg 300w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/estrutura-okr-definicao-270x180.jpg 270w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/estrutura-okr-definicao-150x100.jpg 150w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/estrutura-okr-definicao.jpg 1280w\" sizes=\"(max-width: 770px) 100vw, 770px\" \/><\/noscript><figcaption id=\"caption-attachment-7083\" class=\"wp-caption-text\">Segundo o \u201cGoogle\u2019s OKR Playbook\u201d, a pergunta para os aspiracionais deve ser: \u201ccomo poderia ser o meu mundo (ou dos meus clientes) daqui a alguns anos se estiv\u00e9ssemos livres das restri\u00e7\u00f5es?\u201d.<\/figcaption><\/figure>\n<h3><b>Armadilha 4: sandbagging<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Quando a empresa alcan\u00e7a os seus OKRs sem precisar usar todos os seus recursos \u00e9 porque <\/span><b>os est\u00e1 acumulando ou n\u00e3o est\u00e1 pressionando suas equipes <\/b><span style=\"font-weight: 400;\">corretamente.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ou ainda, as duas op\u00e7\u00f5es.<\/span><\/p>\n<h3><b>Armadilha 5: estabelecimento de OKRs de baixo valor<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Os OKRs devem prometer entregar valor para o neg\u00f3cio, ou <\/span><b>n\u00e3o valeria a pena gastar recursos da empresa com eles<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Os objetivos de baixo valor que voc\u00ea precisa evitar s\u00e3o aqueles que, mesmo que sejam conclu\u00eddos com pontua\u00e7\u00e3o 1.0, ningu\u00e9m nota a mudan\u00e7a ou se importa com ela.\u00a0<\/span><\/p>\n<h3><b>Armadilha 6: resultados-chave insuficientes para objetivos comprometidos<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">De acordo com o \u201cGoogle\u2019s OKR Playbook\u201d, \u00e9 fundamental que os resultados-chave sejam escritos de forma que, ao alcan\u00e7arem a pontua\u00e7\u00e3o 1.0, <\/span><b>tamb\u00e9m gerem esse mesmo valor para o objetivo<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Um erro comum \u00e9 escrever resultados-chave que s\u00e3o necess\u00e1rios para a empresa, mas <\/span><b>n\u00e3o suficientes para que o objetivo seja alcan\u00e7ado<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Gostou de saber como o Google v\u00ea os OKRs e quais s\u00e3o os cuidados que ele tem ao aplic\u00e1-los?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ent\u00e3o chegou a hora de criar os da sua empresa. Para isso, conhe\u00e7a TeamGuide, uma plataforma de gest\u00e3o de pessoas que conta com o recurso de cria\u00e7\u00e3o e acompanhamento de OKRs.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Com TeamGuide, os processos se tornam transparentes e \u00e9 poss\u00edvel fazer ajustes no planejamento inicial. Al\u00e9m disso, a plataforma oferece um espa\u00e7o para reuni\u00f5es one-on-one em que os OKRs s\u00e3o facilmente visualizados.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Gostou? Ent\u00e3o <\/span><a href=\"https:\/\/teamguide.app\/\"><b><span style=\"color: #0000ff;\">visite o site<\/span><\/b><\/a><span style=\"font-weight: 400;\"> e veja como TeamGuide ajuda o seu neg\u00f3cio a crescer!<\/span><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Saiba o que o Google&#8217;s OKR Playbook traz de recomenda\u00e7\u00f5es e descubra quais s\u00e3o as boas pr\u00e1ticas de uma das maiores empresas do mundo.<\/p>\n","protected":false},"author":4,"featured_media":7186,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","footnotes":""},"categories":[46],"tags":[89,53],"class_list":["post-7183","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-desempenho","tag-estudo-de-caso-okr","tag-okr"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Recomenda\u00e7\u00f5es do Google&#039;s OKR Playbook para sua empresa<\/title>\n<meta name=\"description\" content=\"Saiba o que o Google&#039;s OKR Playbook traz de recomenda\u00e7\u00f5es e descubra quais s\u00e3o as boas pr\u00e1ticas de uma das maiores empresas do mundo.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/teamguide.app\/blog\/google-okr-playbook\/\" \/>\n<meta property=\"og:locale\" content=\"pt_BR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Recomenda\u00e7\u00f5es do Google&#039;s OKR Playbook para sua empresa\" \/>\n<meta property=\"og:description\" content=\"Saiba o que o Google&#039;s OKR Playbook traz de recomenda\u00e7\u00f5es e descubra quais s\u00e3o as boas pr\u00e1ticas de uma das maiores empresas do mundo.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/teamguide.app\/blog\/google-okr-playbook\/\" \/>\n<meta property=\"og:site_name\" content=\"Blog do TeamGuide | Ferramentas e conte\u00fados para engajar sua equipe.\" \/>\n<meta property=\"article:published_time\" content=\"2022-06-20T20:48:46+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2023-06-14T13:36:25+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/06\/TG81_Playbook-de-OKRs-Google.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1024\" \/>\n\t<meta property=\"og:image:height\" content=\"679\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Karem Andrade\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@teamguideapp\" \/>\n<meta name=\"twitter:site\" content=\"@teamguideapp\" \/>\n<meta name=\"twitter:label1\" content=\"Escrito por\" \/>\n\t<meta name=\"twitter:data1\" content=\"Karem Andrade\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. tempo de leitura\" \/>\n\t<meta name=\"twitter:data2\" content=\"8 minutos\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/teamguide.app\/blog\/google-okr-playbook\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/teamguide.app\/blog\/google-okr-playbook\/\"},\"author\":{\"name\":\"Karem Andrade\",\"@id\":\"https:\/\/teamguide.app\/blog\/#\/schema\/person\/8db1564905fb76fdb0159d3c261e9e02\"},\"headline\":\"Descubra o que o &#8220;Google&#8217;s OKR Playbook&#8221; 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