OKRs will never be enough
edge.ceo
OKRs will never be enough
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Re: OKRs will never be enough
#2The business scorecard just seems like it is measuring a set of key results. If it’s a KPI the team is trying to achieve then how is that different than a key result?
Re: OKRs will never be enough
#3While the article may be good at explaining organizational goal setting, personally I f*g hate anything about this HR bullshit. It's simple: make goals, do them. Don't overcomplicate and annoy people who actually do smth compared to those that just talk.
Re: OKRs will never be enough
#4The people upvoting this blog can’t have read it, since an HN audience would not possibly think the solution to OKRs is to supplement them with a reductionist income statement and traffic light scorecards
Re: OKRs will never be enough
#5I am so happy to work in a company that does not work with this business voodoo (and still delivers great results).
All goal frameworks I have worked in, OKRs included, were a colossal waste of time.
Re: OKRs will never be enough
#6While the article may be good at explaining organizational goal setting, personally I f*g hate anything about this HR bullshit. It's simple: make goals, do them. Don't overcomplicate and annoy people who actually do smth compared to those that just talk.
It is almost always the people who "just talk" (managers) that are being measured by OKRs, though.
It's just that these managers often respond by relaying their OKRs to their teams and making them constantly-aware-of and responsible-for achieving them, rather than having the OKR be something private to the executive level that informs the manager's decisions, while they continue to run the team the way they would without OKRs.
Re: OKRs will never be enough
#7The business scorecard just seems like it is measuring a set of key results. If it’s a KPI the team is trying to achieve then how is that different than a key result?
The answer lies in the frequency of updates across the org. KRs in most orgs are reviewed on a quarterly basis, whereas marketing spend, conversions and similar need a weekly cadence. We are currently reporting on KRs on a weekly basis, but that requires a lot of indoctrination for new hires.
Re: OKRs will never be enough
#8I don't care what managers do as long as it's managers doing their own fucking jobs instead of forcing it on everyone below them. Individual engineers shouldn't have to plan objectives, their own or otherwise. That's literally what management is for in the first place.
Re: OKRs will never be enough
#9I don't care what managers do as long as it's managers doing their own fucking jobs instead of forcing it on everyone below them. Individual engineers shouldn't have to plan objectives, their own or otherwise. That's literally what management is for in the first place.
I've worked with people saying that, and others really wanting to influence upwards and for which defining their own objectives was primordial.
To each their own.
Re: OKRs will never be enough
#10All these frameworks for managing people matter much less than creating a team of quality people. Think of it like sports. Sure a good manager or coach can get the most of the players on the team. They might even add tactics and play above their level. But when it comes down to it, what matters the most in the skill set of the players. The best coaching in the world isn’t going to help me and my friends beat a pro sports team. Same thing for teams inside companies. Strategy does matter, but quality matters much more.