4 ms·

Too often, OKRs seem to be tied to quarterly or bi-annual peer reviews. I find that cadence limiting -- especially in a fast-paced or small team. A compelling

Too often, OKRs seem to be tied to quarterly or bi-annual peer reviews. I find that cadence limiting -- especially in a fast-paced or small team. A compelling alternative is SMART goals, which force you to be concrete about the OKR goals: https://en.wikipedia.org/wiki/SMART_criteria https://en.wikipedia.org/wiki/SMART_criteria SMART is an acronym: Specific, Measurable, Assignable, Realistic, and Time-Bound. You can adjust the timing to be a bi-weekly sprint, monthly, etc. YMMV.

baldeagle 8y ago
Based on the except, it sounds like the Key Result needs to be SMART, but the Objective should be more inspirational / visionary.
btian 8y ago
If you read Doerr's book, he specifically said OKRs should not be tied to performance reviews, compensation, and promotion. Also, OKRs should be aspirational.
- gowld 8y ago
  Has tech company management read Doerr's book?
  - btian 8y ago
    Which company? I'm sure Larry Page has. I was just pointing out that the complaint was address in the book. Not sure why you're asking about management.
gowld 8y ago
SMART isn't quite an alternative to OKRs, it's a complement -- SMART is a good guideline for defining KRs (or any goals)