Great question, it's highly valuable (and simply the right thing to do) to be targeted and intentional when building your team's OKRs.
You highlighted focusing on customers' OKRs.
I'd also point to focusing on: 1.) their personal performance benchmark and baseline OKRs as they pertain to the team, and 2.) your company's goals and OKRs.
When I have matched my individual contributors, managers, and supervisors (ALL, and I mean even G&A and CS Ops teammates) everyone felt much more connected and operated as such.
You're most welcome, Brian - I am always happy to help.
I would recommend going quarterly.
This provides good consistency from a metrics standpoint, a nice cadence for feedback and measurement, and time to adjust if necessary.
My best to you and yours,
Great call out, @Andrew Marks.
Contributing to the greater pool of knowledge sharing and IP should be a formal part of every CS pros ownership.
While I don't include these deliverables/OKRs in quarterly bonus and commission letters, I work with individuals to place 3-4 professional development items per quarter in every CSX's profile.
Director of Customer Success Solutions