How to Generate Team OKRs

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Why are team OKRs better than unaligned OKRs? Unaligned OKRs create what we call OKR “puddles,” which defeat the purpose of what OKRs are accomplishing in the first place. The goal for our OKRs is to align them to a company objective. Our process helps to keep objectives clear and teams focused on driving key results. We aim to teach you how to generate team OKRs successfully.

Building team OKRs starts with creating a clear team objective. We want your team to share and work toward a common goal by completing their assigned key results. In a classic OKR structure, the “O” and the “KR” are owned by the same person. We suggest changing that to create shared accountability, incite collaboration, and achieve simplicity in the process.

Once we have a shared company objective, we want to assign individual ownership of the key results. In our example, we have three key results given to three different employees. We like to follow the “rule of three.” A team can have three Os, and each O will have three or more KRs. However, each individual should own no more than three KRs.

Team OKRs have a goal of 75% attainment, and you want to structure the KRs as quarterly tasks and the team O as annual. Follow our process on how to generate team OKRs to keep your teams aligned and driven toward a common goal.

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