#2: Quality goals: If the OKR system is implemented with the intention to fix a broken performance management process without addressing the ever so important mindset of outcome based goal setting - we are just creating fancy KPIs without real value behind the goals we set. At the end of the day, OKRs isn’t just another process or compliance tool - it is a totally new way of thinking and doing - therefore it requires constant quality assurance and retrospection of the quality of goals we set.

#3: Lack of hype around quarterly progress updates: Everyone talks about how important it is to have a regular cadence around OKR execution - which is true - but one of the most overlooked strategy execution fact is enhancing execution via “peer pressure”. People are more driven to aim for more if their peers show progress, but this requires a consciously created ambience where everyone gets a chance to share about their wins, lessons & next steps. This way we celebrate progress, learn from each other and encourage rather than force participation.