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Both are possible, yep. But OKRs tend to be written down pretty often (quarterly is what I've seen, but maybe monthly is a thing too). If a bad employee is crui
by sanderjd 8y ago
Both are possible, yep. But OKRs tend to be written down pretty often (quarterly is what I've seen, but maybe monthly is a thing too). If a bad employee is cruising or a great employee's work is not being recognized quarter after quarter, that's a direct managerial problem and not really what OKRs are trying to solve.
- chii 8y ago> If a bad employee is cruising or a great employee's work is not being recognized quarter after quarter, that's a direct managerial problem management introduce OKRs so that they don't have to solve actual managerial problems - the OKRs _are_ their solution! That it misses a bad employee cruising, or a great employee's contribution is a footnote. After all, when the system is using an OKR to guide the actions of employees, and you go against it, it's basically career suicide. I personally don't like OKRs or any performance metric that isn't directly tied to customers' actions (e.g., growing customer numbers, or growing revenue etc).