Hard-Earned Truths About OKRs from the Scaling Trenches

By Marina Gorey Org Builder, People Ops Strategist, High-Performance Culture Architect

This comprehensive guide discusses why OKRs (Objectives and Key Results) are crucial for early-stage companies and how to implement them effectively. Here are the key points:

Core Principles:

• OKRs are about evolution, not rigid implementation - they need to be tailored to your company's needs
• They're vital for scalability and should be started when a team reaches 10-15 people
• The focus should be on learning and insights rather than perfect execution

Key Implementation Tips:

• Start simple - you don't need perfect company-wide strategy to begin
• Don't police OKRs - they're a tool for team success, not surveillance
• For companies under 100 people, a simple Google Doc works fine
• Regular check-ins and consistent schedules are crucial for success

Common Challenges:

• The process can feel relentless - it takes 3-4 cycles to find your rhythm
• Writing good OKRs is an art that takes practice
• OKRs should not be tied directly to personal performance evaluations