Step-by-step guide to implementing OKRs in your company

Published On: October 31, 2022|Categories: Objective and Key Results|

Step-by-step guide to implementing OKRs in your company

Published On: October 31, 2022|
A step-by-step guide

OKRs have been the talk of the town. The pandemic has given us great insights and the value OKRs can bring. With a growing demand for a new way to set goals within teams and organizations, OKRs have been implemented more frequently in organizations in recent years. OKRs, with their flexibility and customization, will be the perfect complement for your agile team. 

Creating OKRs for your team can be a piece of cake, but implementing them is a whole new level. There can be challenges while implementing OKRs for the first time. 

Let’s explore the different steps to implement successful OKRs. But first, let us understand what OKR is. 

What are OKRs? 

Objectives and key results are a framework for setting goals. Individuals, teams, and organizations use OKR, to create measurable goals and track their advancement. A framework for setting goals that aid in your organization’s achievement of its targets. 

OKRs are a simple yet powerful tool that implements metrics and indicators to evaluate the performance of your team. OKRs create clarity and alignment within the organization. They are transparent, which aids in ensuring that all levels and departments are working together to achieve the goals and move in the same direction. By using OKRs, it is simple to see how each employee within the company contributes significantly to achieving the strategic OKRs. Everyone is making progress toward a common goal, demonstrating that no person can achieve the ultimate goals alone. 

 Before implementing OKRs on a large scale, can gradually roll out OKRs when implementing for the first time. 

Why should you consider gradually rolling out OKRs? 

People gradually conclude that implementing OKRs is enough to be successful and do not understand the right way of implementing OKRs. People implementing for the first time take too much, too quickly, and get overwhelmed by it. 

The implementation process may take longer when gradually rolling out OKRs. But it helps teams to get familiar with OKRs. These implementations must be done with greater understanding and have more focus on the “why” statement and the Outcomes. 

Implementing can help teams by: 

  • Test out different options and methods 
  • Figure out what works (and what doesn’t) 
  • Identify blocks and discovers solutions. 
  • Build the guidebook for the rest of the organization to follow. 
  • Appointing an OKR Champion

Guide to implementing OKRs in your company: 

1. Conveying OKR methodology to all the teams: 

Before implementing OKRs in the organization, all the team must be educated about the term OKR. The concept must be precise and communicated to the team. When implementing a new framework in the organization, some employees welcome it with open arms, but some have apprehension about change. Before implementation, all the queries must be heard to ensure cooperation. 

Conducting regular sessions of workshops, presentations, and seminars can help your employees identify and set quality OKRs in the future. 

2. Analyze the different goals structures and frameworks: 

Companies and teams can test the waters with different goal-setting structures such as SMART goals or FAST goals, BHAG, Backward goals, etc., and act according to and prioritize the goal suitable for them. There are several strategies for piloting OKRs It’s essential to investigate which strategy will work well for your team while keeping in mind the objectives and size of your organization. Prioritization and simplicity are at the core of the Objectives and Key Results framework. Instead of having more objectives and more key results, teams can focus on what is important rather than being overwhelmed.  OKRs can either also be moonshots or roof shots, it can be set by evaluating the teams. 

John Doerr wrote,


3. Focus on Alignment: 

Alignment is the next step to take after examining the various goal structures and frameworks. To meet the goals and objectives of the company and to be in line with the team’s goal, we must adjust our OKRs. The combined efforts of every team member are necessary for the OKRs to be successful. Therefore, you must horizontally and vertically coordinate the efforts of the workforce, executive leaders, and company leaders. By doing this, you can encourage transparency, facilitate cross-functional communication, and lessen departmental overlap. 

4. Monitoring OKR progress

Regularly monitoring our OKR progress will ensure to keep issues at a minimum and make course corrections as required by the monitoring process. Managers can predict or forecast any disturbance or review any OKRs that the team might face difficulties with. Constant monitoring helps the manager conclude the progress of each team member and the company as a whole. 

5. Do regular check-ins 

To stay on top of OKR progress, you need to do regular check-ins. Employees might feel overwhelmed with concerns and doubts, especially in the initial days.  

Regular check-ins will give your employees direction. And provide them with the required assistance and guidance. Frequent Check-in meetings will also identify the overlapping, increase accountability and ensure execution. 

Define your preferred frequency of Check-in meetings. You can do it weekly or monthly as per your organization’s needs. However, weekly check-ins are the most recommended for tracking progress and continuous evaluation. 

What should be avoided when implementing OKRs for the first time 

1. Setting too many objectives and key results 

Setting too many objectives and key results raises a big red flag. By doing so employees may feel pressurized or lost and may not be motivated to follow OKRs in the future. For a first-timer, the term “Less is More” should be followed to ensure that team is comfortable. 

2. Failing to follow-up 

This is the most common action that tends to catch up for first-time users. Managers, Teams, and employees set objectives and tend to forget about them in the upcoming days. Regular check-ins and follow-ups must be done to ensure productivity amongst the team. 

3. Creating unachievable objectives 

Setting ambitious and slightly aggressive business goals is one thing, but you shouldn’t make them so impossible that they become unachievable. Instead of demotivating workers, the goal is to push them to work harder. Selecting goals that are insurmountable from the start will only lead to frustration. 

4. Misalignment among your departments 

Your organization as a whole needs to be aligned with your most important goals according to your OKRs. Due to the dynamic nature of modern business, individual departments cannot frequently accomplish objectives on their own. 

5. A lack of organizational transparency 

OKRs prosper in transparent organizations. Lack of transparency in the key data sources and company-wide objectives may result in: 

  • Lack of clarity regarding who is working on what could result in duplication of effort 
  • Low team alignment, which hinders collaboration on larger goals 
  • Losing the benefits of a data-driven culture in terms of engagement and accountability


Datalligence AI OKR software has implemented OKRs for more than 500+ teams and with that experience, we strongly believe that OKRs have to be introduced with an introduction of what the framework delivers and what is in it for every one of them in the organization. Talk to our OKR coaches for a seamless implementation. 

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