Although OKRs bring out the best in employees that could result in compensation or an incentive, the goal of OKRs isn’t to achieve monetary gains. It is to excel as a person, an employee and a human being at work.
It is primarily oriented towards stocking ourselves with relevant skills, collating knowledge from all fronts and using these aspects to better work performance. Compensation, although not mandatory, might result as a consequence and is a bonus achievement for the employee and lies outside the ambit of OKRs.
It is often said that OKRs need to be divorced from compensation policies because of several reasons. Using OKRs as a “carrot” or “stick” in performance evaluations to achieve the end goal of incentive defeats the purpose of OKRs itself that is inclined to collective commitment.