OKRs differ from traditional goal-setting methods in that they are more specific, measurable, and time-bound. They also involve setting both an objective and a set of key results that will be used to measure progress towards that objective.

OKRs (Objectives and Key Results) are a goal-setting framework used to align and track progress towards specific, measurable objectives. They are important because they help organizations set clear, measurable goals and track progress towards achieving them.

OKRs for different departments can be handled by involving representatives from each department in the goal-setting process and making sure that the objectives and key results are aligned with the overall goals of the organization.

OKRs for remote teams can be handled by using online tools and regular video calls to communicate and collaborate on the goal-setting process.

OKRs for cross-functional teams can be handled by involving representatives from each team in the goal-setting process and making sure that the objectives and key results are aligned with the overall goals of the organization.

Remote team members can be involved in OKRs by using online tools and regular video calls to communicate and collaborate on the goal-setting process.

Conflicting OKRs can be handled by involving key stakeholders in the goal-setting process and making sure that the objectives and key results are aligned with the overall goals of the organization.

OKRs can be linked to performance management by using key results to evaluate the performance of individual team members and teams.

Changes to OKRs can be handled by regularly reviewing and adjusting the objectives and key results as needed.

Getting buy-in for OKRs involves clearly communicating the benefits of the framework, involving team members in the goal-setting process, and making sure that the OKRs are aligned with the overall goals of the organization.