OKRs are supposed to be liberating. In theory the management owns the prioritization of problems to be worked on. The team owns the actual way the problem is so

OKRs are supposed to be liberating. In theory the management owns the prioritization of problems to be worked on. The team owns the actual way the problem is solved. Done right, OKRs help drive team level innovation. Of course there are plenty of ways to fuck up OKRs…