Objectives and Key Results (OKRs) give structure and clarity to goal-setting. But sometimes they can feel rigid—almost too binary. That’s where CFRs—Conversations, Feedback, and Recognition—come in. They bring essential nuance to how performance is managed. When you combine OKRs and CFRs, you get a more holistic approach known as Continuous Performance Management (CPM)—an agile system that supports growth, alignment, and engagement all year round.

Explore our OKR Coaching & Mentoring

What’s the difference between OKRs and CFRs, really?

While they often work in tandem, OKRs and CFRs serve different purposes in the performance ecosystem.

• OKRs focus on measurable outcomes. They're typically set on a quarterly or annual cadence, guiding individuals and teams toward strategic alignment across the business.

• CFRs provide the human layer—ongoing feedback, recognition, and regular conversations (like weekly 1:1s) that ensure people feel heard, supported, and motivated.

A helpful way to look at it? OKRs tell you what success looks like. CFRs help you talk about how you’re progressing—and how you’re feeling about it.

How do OKRs and CFRs work together in Continuous Performance Management?

When organisations rely solely on OKRs, they risk reducing performance to numbers. When they use CFRs alongside OKRs, it humanises the process.

Here’s how they reinforce each other:

• OKRs create clarity and focus—but CFRs ensure there’s ongoing dialogue to adjust and support those goals.

• CFRs fuel employee engagement by encouraging psychological safety and open communication.

• Managers can use CFRs to course-correct, celebrate small wins, and provide recognition cycles that reinforce desired behaviours tied to Key Results.

This is why OKR + CFR = modern Continuous Performance Management—a living, breathing performance model that prioritises people, not just output.

What are some best practices for giving employee feedback?

Giving feedback—especially constructive feedback—is one of the hardest parts of management. But done right, it builds trust and encourages improvement.

Here are a few tips:

• Start with the positive: Acknowledge what’s working before shifting to what could be better. This keeps employees open rather than defensive.

• Make it timely: Don’t save up feedback for performance reviews. CFRs thrive in real-time—ideally through regular 1:1s.

• Be honest, not harsh: Share how a change could help them succeed, rather than focusing on what’s “wrong.”

• Share responsibility: You’re not just critiquing work; you’re collaborating on progress.

• Take your time: Avoid rushing the conversation. Effective feedback is thoughtful and well-paced.

When feedback becomes part of a rhythm—rather than a rare event—it builds momentum and helps tie day-to-day actions to long-term goals.

Why does this approach matter more now than ever?

The traditional annual performance review is fading. Why? Because it’s too slow to be useful. In today’s environment, employees need:

• Goal visibility

• Clear expectations

• Timely recognition

• Flexible adjustments

Using OKRs and CFRs together creates a continuous learning loop—one that boosts not just output, but morale, trust, and accountability.

Ready to Apply This Framework?

Want to put Continuous Performance Management into action? Book an OKR coaching session or explore our OKR Implementation Services. We'll help you integrate OKRs and CFRs into your team’s daily rhythm.

Conclusion / TL;DR

• OKRs provide structure and strategy—CFRs provide connection and feedback.

• Together, they power Continuous Performance Management, a modern approach to helping people grow while hitting business goals.

• Focus on small, regular conversations. Celebrate progress. Align work with purpose. And if you're not sure where to start—OKR Quickstart is here to help.