How to link OKR and Performance Management the right way

In this video, I address a common question: why should OKRs not be tied to performance reviews or bonus structures? Drawing on insights from management theories and the lean production era, particularly emphasizing a profound quote from Deming, I explain why linking OKRs with performance incentives can be counterproductive and even dangerous. Discover a more effective strategy that focuses on advocating for OKRs within your team, without risking innovation and growth. Key takeaways: 1. The Dangers of Mixing OKRs with Performance Reviews: Understand why integrating OKRs into performance plans can lead to adverse outcomes. 2. Advocating for OKRs: Learn the importance of advocating for OKRs and fostering a culture of trying bold new approaches without the fear of failing. 3. Health Metrics vs. OKRs: Differentiate between 'health metrics' that measure job performance and OKRs that aim for innovation and significant advancements. 4. Rewarding Effort and Advocacy: Discover how to reward the efforts and behaviors associated with pursuing challenging OKRs, rather than the outcomes. 5. Creating a Safe Space for Innovation: Find out how to cultivate an environment where employees are encouraged to experiment and learn from the process. 🤗Drop a comment below to share your experiences or ask questions. If you find this guide helpful, don’t forget to like, share, and subscribe for more insights on effective team management and mastering OKRs. #okr #performancereviews #innovation #managementstrategies #leadership #businessstrategy #teammanagement #employeeengagement #productivity #okrframework #objectivesandkeyresults

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