OKR and other management frameworks work well in environments that would perform well even without them (self-organizing, enthusiastic, competent, non-threating

OKR and other management frameworks work well in environments that would perform well even without them (self-organizing, enthusiastic, competent, non-threating and driven employees). Having just the structure in place wouldn't guarantee much. Google's success using OKRs was a side effect of their past employee composition and the fact it got least in the way of them to do great things.