Introducing OKRs to your team is often seen as a silver bullet to align your team, track progress, and drive growth. But what happens when OKRs don’t work for you?
I’ve been there. I was eager to implement OKRs because I heard all the success stories about how it “transformed” companies’ goal-setting processes.
But after giving it a shot, I found myself frustrated.
My team struggled with the format, the tracking wasn’t as effective as I hoped, and our alignment seemed off.
It felt like we had put in all this effort, only to end up with mediocre results.
So, I had to step back and ask myself:
What went wrong? And how can I make this work for my startup?
If you’ve tried OKRs but haven’t seen the results you were hoping for, you’re not the only one. In fact, you might have encountered some of the same issues I faced.
Here's why OKRs might not be working for you - and what you can do about it.
1. You Overcomplicated the Process
One of the biggest mistakes I made was overcomplicating the OKR process.
When I first introduced OKRs to my team, I followed a rigid structure that was difficult to understand and manage. We created too many objectives, added too many key results, and made everything more complex than it needed to be.
What to do instead: Keep it simple. Start with 1-3 key objectives that are aligned with your startup’s most important priorities. Make sure your key results are specific, measurable, and achievable. Avoid making things complicated in the beginning, as it will only confuse your team and delay your progress.
2. You Didn’t Align OKRs with Daily Tasks
Another common mistake is thinking that OKRs are just a set of goals to track without integrating them into your daily workflow. Without connecting your OKRs to everyday tasks, you end up with objectives that feel disconnected from actual work.
This makes it harder for your team to see how their tasks tie into broader company goals.
What to do instead: Link your OKRs to your team’s daily work. Make sure everyone understands how their tasks contribute to the larger objectives. This alignment will help keep everyone focused and motivated, knowing that their efforts directly impact the company’s growth.
3. Lack of Buy-in from the Team
OKRs are only as effective as the buy-in they receive from the team.
When I first started, I didn’t involve my team in the OKR-setting process. As a result, some team members didn’t fully understand the value of OKRs and were less committed to achieving the goals we had set.
What to do instead: Make OKRs a collaborative effort. Involve your team in the process of setting objectives and defining key results. This will create ownership, and when your team feels personally invested in achieving the goals, they’ll be more likely to follow through.
4. You Didn’t Track Progress Regularly
When I first implemented OKRs, I assumed that simply setting objectives would lead to results. However, I neglected the importance of regular tracking and check-ins. Without a consistent system to monitor progress, I found myself and my team falling behind without realizing it.
What to do instead: Implement a consistent tracking and review process. Regular check-ins (preferably weekly or bi-weekly) are essential for staying on top of your OKRs and making real-time adjustments. Use OKR software to track progress and identify areas where adjustments are needed.
5. The Tool Didn’t Support Your Team’s Needs
Choosing the right OKR tool is important to your success. I made the mistake of using an overly complex enterprise-level tool that didn’t meet the needs of my growing startup. It took too much time to manage, and my team found it difficult to navigate.
What to do instead: Choose an OKR tool that’s simple and easy to use. The tool should help you track progress in real-time, allow for easy collaboration, and integrate with other systems your team uses (like Slack or Google Workspace). At OKRs Tool, we designed a platform that’s intuitive and affordable for small teams to get started quickly and scale as needed.
6. You Didn’t Adjust Your OKRs Based on Results
OKRs are meant to be a living framework. I made the mistake of rigidly sticking to the original OKRs even when we realized that some of the key results weren’t achievable or didn’t align with our evolving needs.
What to do instead: Review and adjust your OKRs regularly. If you’re falling short on certain objectives, don’t be afraid to tweak your key results or reset your goals based on new information or shifting priorities. Flexibility is key to success with OKRs.
7. You Didn’t Celebrate Wins Along the Way
I neglected one of the most important aspects of using OKRs - celebrating wins.
When we hit key results or achieved important milestones, I didn’t take the time to recognize and celebrate those victories. As a result, the team lost motivation.
What to do instead: Celebrate progress, no matter how small. Acknowledging achievements will keep your team motivated and engaged. It’s essential to recognize how the team’s efforts are moving the company forward, especially when working towards long-term objectives.
Common Mistakes and How to Fix Them
As with any framework, mistakes are inevitable when you’re starting with OKRs. The key is to identify the problem and take action. Below is a high-level overview of common mistakes many startups make when implementing OKRs, along with practical solutions to fix them.
By recognizing these common pitfalls and following the solutions outlined above, you can ensure that your OKRs are effective, aligned with your goals, and contributing to your startup's success.
Conclusion
If you’ve struggled with OKRs, don’t give up just yet.
These mistakes are common, and I’ve made them too. By simplifying the process, aligning with daily tasks, getting buy-in, tracking progress, using the right tool, adjusting when necessary, and celebrating wins, you can unlock OKRs' full potential for your startup.
With the right approach and tools, OKRs keep everyone focused, aligned, and working toward your startup’s most important goals. So, take a step back, reassess your approach, and make OKRs work for you.
