[dent9876543]

The problem is that OKRs are divorced from the “go do this piece of work” instruction, and so, just like code comments, they quickly become out of date or are outright ignored.

Because of that, the prescription about SMART and focus on delivery is simply wasted effort. At best a duplication.

The good part about OKRs is (/should be) that it forces an alignment conversation between teams and amongst managers. And the performance discussion with manager is often useful and sometimes revealing. More often both focus on metrics, losing the last opportunity to extract value from the concept.