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OKR's & performance incentive pay

Is anyone using OKR’s to measure performance when there are incentive plans tied to performance outcomes?

If so, how are you setting it up since incentive plans tend to have "the targets to be met " while OKR’s ask you to set key results where only “70% are attainable”.

We try to avoid setting incentives around OKRs. It sounds counterintuitive, but John Doerr’s excellent book “Measure what Matters” makes a great case against tying goals to pay.