Thread by @perfexcellent

How to Kill OKRs Before They Take-Off

(1) Complicate them
(2) Lean heavily on coaches & consultants
(3) Implement them because Google does
(4) Lower the quality bar b/c "baby steps"
(5) Fight for executive buy-in, ignore managers' buy-in

How to Kill OKRs Before They Take-Off
1 /5 Overcomplicate them

⚈ Start with multiple levels
- Company OKRs
- Team OKRs
- Individual OKRs
⚈ Mandate perfect alignment of all OKRs
⚈ "Supercharge" everything with OKR-software
⚈ "No team left behind".

How to Kill OKRs Before They Take-Off
2/5 Lean heavily on coaches & consultants

⚈ Trust that OKR expertise trumps work reality
⚈ Assume that frontline managers will embrace OKRs
⚈ OKR experience obviously trumps situational awareness

How to Kill OKRs Before They Take-Off
3/5 Implement OKRs because "Google use them"

Don't bother with the pesky questions like:

⚈ Why do we need OKRs now?
⚈ How will we know that OKRs are working?
⚈ Which teams do not need to use OKRs now?

How to Kill OKRs Before They Take-Off
4/5 Lower the quality bar since ... "baby steps"

⚈ Accept tasks & activities as for Key Results
⚈ Pat people on the back for "making an effort"
⚈ Don't burden people with talking about OKRs weekly

Give people a break! It's baby steps!

How to Kill OKRs Before They Take-Off
5/5 Chase executive buy-in, ignore managers' buy-in

⚈ Once the CEO greenlights it, OKRs will fly
⚈ Once HR sends a memo, OKRs will thrive
⚈ Once the top performers embrace it, OKRs will reign

Bonus: tie OKRs to performance appraisals!

TLDR:

OKRs are easy in principle, hard to practice. Give them a chance by

1) Start OKRs with 1 team
2) OKRs will fail unless frontline managers own/lead them
3) "Google uses OKRs" is a lousy reason for OKRs
4) Don't tolerate tasks in your Key Results

Enjoy the journey!

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