https://leaddev.com/monitoring-observability/five-mistakes-avoid-when-setting-okrs-your-team Dan Persa
- Somebody from outside the team set the OKRs
- Unrealistic objectives set by the PO
- no estimation
- no owner of goals
- empower the people who do the actual work to set the goals for themselves
- Framing the key results as a to-do list
- If the solution design change you're screwed
- don’t describe a particular solution; let the team innovate around the solution. An objective should be inspirational and encourage the team to be creative, innovative, and look for the easiest path to achieve it
- KR are not "how to"
- Creating binary key results
- Instead of True/False, do quantify the KR otherwise not reaching is total failure
- ‘100% of the frontend components are migrated to the new component library’** instead **migrate to the new component
- The way key results are formulated matters
- Setting objectives that depend on each other
- Failing the prerequisite will make the second objective unreachable
- objectives should be independent, and goal setting shouldn’t replace planning
- Setting an ambitious number of OKRs
- Be realistic, don't overcommit
- missing OKR has a negative morale impact but also create distrust in the org
- set ambitious goals, but also make sure that what you set is realistic.