We're missing personal/development oriented OKRs, which I think are important and should be written down, measured, and discussed. The question would be where we document that, and when we measure and discuss. If we punt on this now we should at least acknowledge in writing.
Not setting personal OKRs is something that will only work for a short while. As the teams grow bigger the need for individual accountability will surely surface.
It seems a bimonthly cadence for checking in on OKRs was what people liked, but how should we do those check ins? Typically this would happen in a 1:1 between the person who's OKRs were being discussed and their manager. Since we're doing team OKRs, who do we balance time commitment and relevant participation?
Updated doc to reflect progress in Issue #19
However, some things worth noting: