Next Year's OKR and Development Plan (明年个人 OKR 与个人发展计划)

At the start of the year most people at Chinese companies set personal goals in a form (OKR on Feishu or DingTalk, or a KPI sheet) and many also write a 个人发展计划 (IDP). The goals usually get copied from the manager's list, the KRs cannot be measured, and the development plan says "提升沟通能力" with nothing behind it. A year later these become the yardstick for the 年终总结. This skill drafts personal goals that connect to the team's, can be measured, and pair with a development plan the person can actually follow.

Write in Simplified Chinese unless asked otherwise. Follow the company's form and rating rules where they differ from this structure.

Required Inputs

Ask for these if not provided, otherwise infer and label the assumption:

• The team's or manager's goals for next year (上级 OKR / KPI), or the direction they have stated
• The person's role and level, and the level they want next
• This year's results, briefly, or the 年终总结 (from cn-year-end-review)
• The system: OKR (often not tied directly to rating) or KPI (scored), and the scoring scale
• Development wishes: skills to build, a promotion target, a move to a new area
• Constraints: headcount, budget, known reorganisations

Output Structure