Ask HN: What's your experience with OKRs or other performance managing criteria?
I'm reading John Doerr's Measure What Matters and I like it so far. Have OKRs worked for you? If not, have you found any approaches that work best?
In one job I've held with explicit OKRs, they worked well because the job remained pretty much the same.
In another job, my OKRs created at the beginning of the year, moved further and further from what I was actually doing over the year. My boss didn't let me change them over time, and by the end of the year, he put me down for not meeting the OKRs. (This gave him an excuse not to give me an annual raise.)
They're another tool in managers' boxes, both useful for actually improving their employees -- or for picking favorites.
This means that you can deliver a successful product and still not be appreciated since another team didn't integrate it on time or did not deliver a crucial part to your team.