Here are some disadvantages of the OKR method that have been criticized
Posted: Mon Jan 06, 2025 4:05 am
It's clear that where the sun shines, it will also rain. In comparison, OKR is not much different. Here too, there are disadvantages to this highly praised and highly effective method for setting goals! The disadvantages mainly lie in the application and in the OKR method. And let's not forget that the users who use OKR also play an important role in what happens.
Reading tip: What is OKR
transparency
Of course, there can hardly be any problems with transparency if you only local marketing email list use OKRs for yourself and completely alone. That changes suddenly when the OKRs are used for what they are actually intended for - either in company departments or even in the entire team. At that point, transparency is both an advantage and a disadvantage, because in many companies transparency is not even required.
Often it is just individual managers who have no interest in making their goals transparent, including for their teams. They prefer to operate under the surface. Is this due to a lack of planning security or out of concern that they might not achieve their goals and then not look particularly good? Who knows!
If this happens, OKRs may work better for other teams. This means that the real added value of OKRs will not be realized in this company. Like the entire team in a football match, OKRs can only fully bring their strength if the entire company pursues crystal clear and transparent goals. OKRs are not intended to be carried out in the back room.
Reading tip: What is OKR
transparency
Of course, there can hardly be any problems with transparency if you only local marketing email list use OKRs for yourself and completely alone. That changes suddenly when the OKRs are used for what they are actually intended for - either in company departments or even in the entire team. At that point, transparency is both an advantage and a disadvantage, because in many companies transparency is not even required.
Often it is just individual managers who have no interest in making their goals transparent, including for their teams. They prefer to operate under the surface. Is this due to a lack of planning security or out of concern that they might not achieve their goals and then not look particularly good? Who knows!
If this happens, OKRs may work better for other teams. This means that the real added value of OKRs will not be realized in this company. Like the entire team in a football match, OKRs can only fully bring their strength if the entire company pursues crystal clear and transparent goals. OKRs are not intended to be carried out in the back room.