The [CEO OKRs](https://about.gitlab.com/company/okrs/fy22-q3/) have been published for Q3. They are not final and can change, but will be used by Engineering and Development to start formulating theirs. Feedback from previous OKR retrospectives was to get these OKRs into a semi-final state earlier than we have in the past, so this issue serves as a point of collaboration towards that. The Manage stage will either be adopting Aligned Product Group OKRs, aligning your teams personal OKRs across the stage, or a mixture. However, it is unclear if any of the Manage product groups will be participating in [Aligned Product Group OKRs](https://about.gitlab.com/handbook/product/product-okrs/#kr-creation-by-product-groups-referred-to-as-aligned-product-group-okrs) or not for Q3. If so, those OKRs will be steering this discussion. If not, we will be drafting them for Engineering-only and that is where I will be starting this discussion. ### Starting the conversation async, some ideas ##### Q3 CEO objectives: 1. GitLab Managed future - How can your team contribute toward increasing features to "viable"? - What about replacing the admin screen with Workspaces? 1. Conversion from free - Is there a way we can add value here? 1. Even prouder to work here - What improvements can be made to improve the team member internal survey? ##### Previous Development objectives that may resurface: 1. Improve scalability, performance, and productivity - What can your team do towards things like error budgets, security, infradev issues, reliability, performance, or scalability? - Resource: [Saas First](https://about.gitlab.com/direction/#saas-first) as part of Q3 Product Aligned OKRs 1. SaaS usability improvements - In what ways can you increase usage in our product or refine features? - Resource: [Adoption through usability](https://about.gitlab.com/direction/#adoption-through-usability) as part of Q3 Product Aligned OKRs 1. Build a great team - Do you have ideas within your team that would contribute towards psychological safety, morale increases, continued education, or other opportunities? ### The Ask - If you are already working on Aligned Product Group OKRs, link them here - If you are not, please share the objectives you'd like to see us focus on from an engineering perspective, and any key results you've already got in your mind. Use the above information as one datapoint. - Provide an objective around ARR, Product, and Team. For example, your team might want more learning opportunities which falls under "Team." Your objective here might be to "Create a high performing team" and you might measure this by creating 10 new learning opportunities for your team. These are essentially drafts but do not need to be well defined. A more undefined example might be "My team should have more ownership over their area" which still falls under "Team." You may not know how to measure this, and could say "We need to talk through how we can get more ownership and try to associate it with a dashboard." ### Is this a waste of time? OKR exercises are never a waste of time. :wink: I understand that we do not currently have draft OKRs for Engineering or below. However, thinking about the topics you want to accomplish on a broader level (IE: Improving usability, increasing performance, building a great team) helps us to align with many options. It is true that we might need to add to or change our OKRs based on the sub department goals, but this should be less effort to do than starting from scratch.