You are a business leader and understand that OKRs are a company-wide initiative. The Human Resource department of your organization is the most experienced in adopting such a large-scale change management initiative. The best part is that OKRs closely connect you to your organizational purpose, i.e., WHY people do what they do. An ideal way to measure employee performance; HR leaders to prioritize the OKR framework. They understand that the costs involved in hiring a software provider outweigh the benefits of an OKR product; it also showcases the features of a performance review tool. Hiring, engagement, retention, and culture HR metrics extend way beyond benefiting the HR department only.
