I worked at a startup that had a hard time staying focused and OKRs were another distraction. We had one ‘goal’, to find product-market fit, and having everybody pick 20 personal OKRs had nothing to do with that.
It strikes me as another way to make sure dark triad people get promoted and other people get crushed because being evaluated on lots of twisty little goals gives the self-promoter many ways to look good and make honest people look bad.
My team uses OKRs in a very lightweight fashion, just to make sure our daily tasks are aligned with long term objectives. We
I like ending our semester and being able to break down how much time we spent doing what, from a macro perspective.
But I've seen many teams struggling adopting OKRs, it's really hard to define reasonable long term goals for certain professions. Also, the more metric centric are your OKRs, the more issues you will have.
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[ 3.1 ms ] story [ 35.7 ms ] threadWe structure flexibility into annual objectives so we can be flexible during the year in creating key results tailored to changing conditions.
It strikes me as another way to make sure dark triad people get promoted and other people get crushed because being evaluated on lots of twisty little goals gives the self-promoter many ways to look good and make honest people look bad.
I like ending our semester and being able to break down how much time we spent doing what, from a macro perspective.
But I've seen many teams struggling adopting OKRs, it's really hard to define reasonable long term goals for certain professions. Also, the more metric centric are your OKRs, the more issues you will have.
What are some metric-centric OKRs that have worked for you?
I imagine this could be a useful guideline but could also become an issue if Results get tied to incentives.