OKRs are just a tool, but having been the founder of many startups, comes a moment when you need a tool to align your team towards a clear goal. I understand m

OKRs are just a tool, but having been the founder of many startups, comes a moment when you need a tool to align your team towards a clear goal. I understand most of the comments but as you grow your startup will come a time when it becomes useful when you have 70+ and even more thousands of employees. The bigger the company the harder it is to manage, google famously hated management and ended up with OKRs. My understanding from a couple of ex-googlers is that now most people are just gaming the system and aiming at a 0.7 score so I'm not sure if they are still as useful as they were at google. OKRs / KPI etc are not magic, at the end of the day the article is right, the team is what matters, how teams align and communicate with each other is what OKRs can help with (I find them better than the old top down KPIs personally) I was asked by a startup to explain OKRs and I kept getting the CEO to ask me questions related to them not making sense (e.g some teams argued that goal X did not make sense to them etc...) For me this was not an issue with the OKRs per se, but OKRs helped to show very clearly that the organization was not well structured for the general goals, so worst case if OKRs don't work you should be able to tweak things and measure the impact (that's the all idea : measuring to improve)