Is your team busy but not truly delivering results? 🤔

🎯 OKRs might be the game-changer your organization needs.

🌟 Here’s how we used them, what we learned, and why there's no going back.

🚀 Introduction

In an increasingly uncertain and fast-paced world, being busy is no longer enough — we need focus. And not just any focus, but one that’s shared across the entire team. In our search for a tool that bridges strategic direction with agile execution, we discovered OKRs.

In this post, we’ll share our real-world experience implementing them and what we learned along the way.

🎯 What Are OKRs?

OKRs (Objectives and Key Results) are a goal-setting methodology that helps teams and organizations stay focused, aligned, and data-driven.

• Objective (O): A qualitative, inspiring goal that sets the direction.

  Example: Improve customer experience.

  
  

• Key Results (KRs): Quantitative, measurable outcomes that show progress toward the objective.

  Example: Reduce support tickets by 30% within 3 months.

  
  

OKRs were born at Intel and made famous by Google. Today, they are part of the DNA of agile and high-impact companies.

💡 Why We Decided to Implement OKRs

We were stuck in a cycle of deliverables and tasks without a clear connection to strategic goals.

The key questions were:

• Are we working on what really matters?

  
  

• How do we know if we’re on the right path?

  
  

• How can we align everyone toward a common goal?

OKRs came as a concrete solution to these challenges. They're not just a trend — they’re a powerful tool to clarify priorities and empower teams.

🛠️ How We Implemented Them

1. Training and alignment: We ran workshops to help everyone understand what OKRs are and how to use them.

2. Co-creation: We defined our quarterly OKRs together, based on strategic objectives.

3. Full visibility: We made OKRs accessible to everyone using a shared and colaborative and visual tool (Miro) — no hidden docs.
   
   
   
   

   
   
   
   
   
   
   
   
   

4. Ongoing tracking: We reviewed progress biweekly in our dailies and retrospectives.

   
   

5. Iteration: We learned to write better KRs, keep them few, and prioritize impact over quantity.

📚 Learnings and Conclusions

• Less is more: A few well-crafted OKRs are worth more than a long list of vague goals.

  
  

• Culture matters: OKRs don’t work without a culture of transparency and feedback.

  
  

• Fail fast, learn faster: Our early attempts weren’t perfect, but they helped us improve.

  
  

• Commitment, not punishment: OKRs aren’t about control — they’re a shared compass.

  
  

Today, our teams have clarity, focus, and a sense of purpose. Most importantly, they know their work contributes to something greater. 🌱