OKRs are definitely one of the best ways to measure. Two difficult problems to think about during implementation: 1. How to fairly evaluate whether the O is an

OKRs are definitely one of the best ways to measure. Two difficult problems to think about during implementation: 1. How to fairly evaluate whether the O is an audacious goal or not across employees. Employee A can make a truly audacious goal and employee B can make a seemingly audacious goal but actually very achievable with moderate efforts. I think it is gonna be quite difficult when you have lots of employees. 2. How do you grade people fairly ? Most companies will not be able to resist connecting your key results to commission/bonus. As a result ,employees setting truly audacious goals will be disadvantaged. If it is truly audacious, it means it has a smaller chance of success. Sooner or later, people will try to game the system if they don't want to be hurt by the system.