Sep 4, 2018 · 1 min read
Very nice & informative post – Sérgio!
We are in process of implementing OKR methodology at our organisation – which is a SaaS based HR Tech product company. We have defined our Company OKRs, Product OKRs and OKRs of Business, Product & Tech leaders. I have a couple of questions:
1) Would you recommend to have individual OKRs (for team members) as well?
2) If OKRs are not linked to performance management, how should you do the appraisal? How do you decide the compensation and incentives?
