> tie their bonus to hitting some kind of OKR even though that goal may be put on the back burner halfway into the quarter

Been burned by this a couple times. Especially infuriating after all the effort that goes into crafting "acceptable" OKRs every three months. Mandatory training sessions, the stress of identifying metrics that are both measurable & meaningful, multiple one-on-ones with management to review them, acknowledging and signing copies, and then toss it all in the trash because we're changing priorities. But it's the core of your performance review and tied to compensation. The hell.

How common is this nonsense?