CFRs Are the Sinews, OKRs Are the Bones

"That transformational system, the contemporary alternative to annual reviews, is continuous performance management. It is implemented with an instrument called CFRs, for: Conversations: an authentic, richly textured exchange between manager and contributor, aimed at driving performance Feedback: bidirectional or networked communication among peers to evaluate progress and guide future improvement Recognition: expressions of appreciation to deserving individuals for contributions of all sizes"

"As OKRs build goal muscle, CFRs make those sinews more flexible and responsive. Pulsing gauges the organization’s real-time health—body and soul, work and culture. —"

"“It’s the marriage between the two—that’s the real home run,” Doug says. “If a conversation is limited to whether you achieved the goal or not, you lose context. You need continuous performance management to surface the critical questions: Was the goal harder to achieve than you’d thought when you set it? Was it the right goal in the first place? Is it motivating? Should we double down on the two or three things that really worked for us last quarter, or is it time to consider a pivot? You need to elicit those insights from all over the organization. “On the other hand, if you don’t have goals, what the heck are you talking about? What did you achieve, and how? In my experience, people are more likely to feel fulfilled when they have clear and aligned targets. They’re not wandering and wondering about their work; they can see how it connects and helps the organization.”"