We are using OKRs for getting g goals for our teams, but this is not part of our performance management goal setting. Any tips on how to approach this to keep my reporting simple?

Any other companies doing this?

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We’re using OKRs too, and I’ve found it helpful to keep the goals high-level and aligned with the team’s overall vision. For performance, I tie it back to specific outcomes from the OKRs, but avoid overcomplicating things. It’s definitely a balance! How’s it been working for your team so far?

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