Thanks Arnaud for your answers.

I fully agree that this generic process must be adapted to each situation or context.

Eager to read more about the absence of link between OKR and individual compensation, because for me it’s linked :) Standard KPIs are most of the time focused on quantity, we should also take quality into account. So, if you reach your objectives both in terms of quantity and quality, your performance should be rewarded. Let’s discuss that in your next post ;-)