Too many organizations are making OKRs much more complex than they need to be. The fundamental idea of OKRs is actually useful: define a few high-level goals t

Too many organizations are making OKRs much more complex than they need to be. The fundamental idea of OKRs is actually useful: define a few high-level goals the organization wants to achieve, and for each goal define a few key outcomes that will materialize if the goal is achieved. Good OKRs help with focus and alignement, particularly in large teams. We can keep our OKRs simple: - Key Results don’t necessarily have to be measurements, as long as it’s possible to evaluate them in an objective way. - OKRs don’t have to be cascaded deep down to the individual level. - No spreadsheet is needed either. You can just have your OKRs in Notion, Confluence, or similar. - And OKRs don't have to be stretched if it's not part of the company's culture.