OKR as a Management Method
As a management tool, OKR serves multiple purposes that may prove crucial to your organization’s success in reaching its objectives.
OKR can be used to manage the individual or teams who contribute to the efforts toward reaching your objectives. The use of a structured environment enables companies to delegate tasks according to the resources available — i.e., according to the teams who are participating in the progress toward that objective — and therefore enables companies to track individuals’ and teams’ progress toward their assigned key results. When used as a team management tool, OKR serves as a method by which to measure the performance of its team contributors in addition to tracking the progress of goals and milestones.
Alternatively, though not necessarily exclusively mutual, OKR can be used as a leadership tool more than a management tool. In this application of OKR, the organization becomes the focus of the management effort, and the teams and individuals who contribute to the success of the objective become something more like collaborative partners than moving pieces. This methodology places a far heavier emphasis on the work itself rather than on tracking the performance of the people completing the work.
Either of these methodologies entails its own pros and cons. And realistically, rather than employing just one or the other, you will probably end up using a mix of both. That’s the beauty of OKR: you get to use it how you determine best fits the objectives at hand.