If the KPI is not an objective number (for instance, profit ratio or absolute revenue or Lifetime Value per Customer for x vertical) available on a dashboard I think it is not useful.
You can set up OKRs like improving customer experience and, at the end of the day, someone will declare that they have been accomplished or not based on their preference of employees or mood. That is functionally the same as saying this bonus is optional and we might give it to you if we feel like it.
It is a pity because well chosen KPIs that employees try to optimize for can make a company work great. But they need to be _very_ well chosen. This, like economics indicators, often requires creativity and technical knowledge.
You can set up OKRs like improving customer experience and, at the end of the day, someone will declare that they have been accomplished or not based on their preference of employees or mood. That is functionally the same as saying this bonus is optional and we might give it to you if we feel like it.
It is a pity because well chosen KPIs that employees try to optimize for can make a company work great. But they need to be _very_ well chosen. This, like economics indicators, often requires creativity and technical knowledge.