In changing Intel's culture, Lip Bu Tan should require 100% of all OKRs to be directly tied to three things. If it's not directly contributing to these three things, it's not an OKR or worth being an OKR. 1) Drive or Contribute to Profitability; 2) Delight the Customer; 3) Improve Product Performance or Product Execution Commitment. It doesn't matter if someone is in Corporate Services, HR, Facility Security, Finance, Supply Chain, Engineering, SMG, etc. If an employee's Quarterly OKR is not tied to these three things, they need to be changed to meet these requirement. This is one way to change Intel Culture to give the company a chance to survive.
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@kg+1jpbfc3x4 I wouldn't say the organization is too big or conglomerate to effectively manage. IMO, it's that management and leadership are lazy, scheming, and incompetent. They create soft ball OKRs for themselves so it's easy to pass... and they allow their favorite underlings to do the same... and for the ones they don't like, they make impossible to accomplish OKRs. This is from the top all the way on down... call it favoritism, nepotism, favorites, clicks, or whatever. It's not merit based, currently, many are subjectively graded, and inconsistent. I've seen some people have OKRs which is basically having perfect attendance... while other's need to find cost savings of $1B a quarter to be successful (and they don't get their OKR will four weeks into the quarter!). If OKRs are to work, they need to be applied fairly and graded fairly... and that's where if HR wasn't part of the problem, they would use AI to read everyone's OKRs by grade level, and by job description, and pump out a report which ones are soft-ball, vs impossible to accomplish. Managers who establish soft ball or impossible OKRs for their staff are immediately terminated (since they are the problem). It's not hard to do, the tools are available... it's just that Sr and Executive mgmt has colluded keep OKRs purposely weak (unless they don't like you). If Intel is failing so miserably at IFS/TMG... how can anyone over there be considered successful or better?!?!
@fc+1 OKRs are not connected. It was supposed to happen and did not.
So it becomes just another form of self promotion and the selection of easy wins.
No system is perfect and at least ORKs are in an enterprise system and not just more power points as was the case with IMBOs and other prior efforts.
The real issue is that the company is too large and complex to manage efficiently and needs to be broken up into smaller orgs, even if Intel then becomes a holding company like Berkshire Hathaway.
Instead the Board is choosing to keep the conglomerate, refusing to do what will ultimately have to be done. So expect more attempts at performance management and alignment of tasks with goals.
Also expect more poor performance, typical of all conglomerates. That's why conglomerates are usually discounted by the market, because the market knows what the Board is unwilling to see.
Upton Sinclair — 'It is difficult to get a man to understand something, when his salary depends on his not understanding it.'
@k4 the quality of OKRs matter. Having a OKR to build team morale which Mohasen has is cringe
I don't understand how OKRs are almost always green for the executive leadership and top management. If they are green - why the heck is Intel in the position that it is in. He needs to see lots of RED else they are still lying and it's not just one or two leaders but the whole pack. It's impossible that it's GREEN when Intel is in the position it is in. Whether it's the Co-CEO or EVP or whoever. They need to have every thing showing as RED. Till they accept the fact that they have failed in their duties of decision makers and leadership, Intel will continue to slowly wither away
It is interesting to see how much hate their is for OKRs... which is just a tool to hold employees accountable. Given there is so much push-back, Lip Bu Tan needs to amp it up by 10x. Even MORE OKRs and have only a pass-fail. If a person can't meet 90% of their OKRs each qtr (so that means at least 10 per qtr)... they are invited to leave.
@OP: I would recommend you to leave intel and save payroll some money. Persons like you are the ones who drive company to sh-t. We don’t need OKr , we need focused execution.
Abandon OKR.
So you are saying creating 20 ppts is not an OKR anymore?