Do OKR’s Damage Company Culture & Performance?
OKR’s have been a staple to startups and large companies for close to a decade. Executed right and they create a framework for teams to understand what is required to be successful.
OKR’s are Objectives and Key Results that attempts to bring collaboration and goal setting across businesses with alignment at the centre of setting the objectives and the key results for the business.
The issue is everyone uses OKR’s differently and this creates friction from how they are used vs how they were used previously.
When OKR’s are executed badly or in some cases wrongly, OKR’s divide people, teams and objectives. Typically what happens is OKR’s go from aligning teams to misaligning the moment they are rolled out. Early and often buy in critical.
The terminology, the prioritisation and the cross functional element of OKR’s are lost and causes departments to break away and focus on their goals not the company or teams goals.
