Years ago I worked at a place where we were meant to set objectives to please HR. Instead, at the end of year we always found what we'd needed to work on had completely changed, so instead, we retrofitted objectives for the work we'd actually done. So, hacked the system / circumvented the spirit of it, but did a very effective end of year annual review i:e what have you actually achieved this year, are you/we happy with that, what do you ideally wanna achieve next year (with caveat that we can't necessarily predict what we'll actually need to do), any training or anything else you need to achieve that. I recommend this approach to anyone encountering OKR nonsense. Change your objectives after the event, to fit what you've done. Just make sure you got a decent list of stuff you've done. Its ridiculous. Think of a plumber for example. Should they specify how many toilets they're gonna fix next year? ;) Depends how many break, in what way they break, how hard they are to fix. I suppose, maybe you could average it out. But software is far more unpredictable.