But on the other hand i dont fully like them in my work life
First my job forces OKRs amount and treats them equally
So OKR like completing half day training and sharing the learnings has the same value as multi month engineering effort.
My only encounter with OKRs sucked badly, and mismatches like that were one of the reasons.
Some technical skills increase or personal development objective
And that completion of training or certs is what is measured
What we want to incentivise is not success, but the kind of behaviour that leads to success. But that, on the other hand, suffers even worse from Goodhart's law.
Cedric Chin dug deeply into this dilemma[1] about a year ago. His suggestion is to frequently follow up on both behaviour metrics and result metrics to build a tacit understanding of how one is affected by another. This then allows you to focus improvements on behaviour metrics, which are mostly in your control.
I have yet to try putting it to practise, but I like the idea.