Do you have an opinion on OKRs?
I wanted a general opinion about what people thought of OKRs / KPIs to track project progress. There seems to be an agreement in the industry that OKRs are a good way to create alignment, but it seems to be beneficial for large organizations, not much for small orgs where personal goals are also important. It would be nice to concretely understand the pros and cons on these approaches and any biases that are brought in by tools / software that implements these methodologies.
We're researching the landscape before we build our habit centric approach on OKRs (Participants get early access. If interested please do reach out separately)
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In my own experience, OKRs can be a superpower when utilized correctly. By "correctly" I don't mean that there's A correct way, rather I mean implement OKRs in a way that fits your (or your teams') speed and culture.
It's really a game of tracing the guidelines you can find online (or in Doerr's "Measure What Matters" book) but with enough common sense to get everyone on board (avoid the "this is another management buzzkill" trap) and slowly enough to not disorient people.
With clear and ambitious OKRs my team was able to achieve more than 3 times more what we could even think possible in a quarter.
I'm sorry if this all seems too vague, it's really a subjective matter. I'd be happy to contribute to specific inquiries or doubts :)
Aside on KPIs:
I'd suggest to keep the concepts of OKRs and KPIs neatly separated. They're two different things who should not be confused.
KPIs are clear, unambiguous, post-facto metrics that should be used as gauges of your project's cockpit. If mapped correctly to your project's real drivers (and not the so-called "vanity metrics", the metrics we like to brag about but that don't convey real insights on the situation) they can help you make a company-saving decision based on more than your instincts.
OKR are different, they shouldn't be used like that. OKRs are about intent and setting focus and priorities, and while surely providing insight about performance in your work, I'd advise to not consider them in the context of performance evaluation (or worst, compensation evaluation)