When OKRs Might Not Be A Good Fit

When OKRs Might Not Be A Good Fit

Insight from SVPG

Now, before you rush off to implement OKRs, remember: the framework itself isn't a magic wand. 

It’s a tool, and like any tool, it’s only useful if you wield it correctly.

OKRs might not fit well with your company & culture if:

1. Your Teams Are Feature-Focused: If your org chart looks like a bunch of silos dedicated to churning out features, OKRs might feel like trying to fit a square peg in a round hole. OKRs thrive in environments where teams are empowered to solve problems, not just build features.

2. You've Got a Hierarchy of Objectives: Is each manager in your cross-functional team handing down their own set of objectives? OKRs work best when the whole team is rallying around shared goals.

3. Your Leadership Style is Hands-Off: If your leadership thinks OKRs mean they can set it and forget it, you're in for a bumpy ride. Effective OKRs need engaged leaders who provide direction without micromanaging.

The sexy success stories didn’t blow up because of OKRs – they use OKRs because they already have empowered product teams and engaged leadership in their DNA.

Before you jump on the OKR bandwagon, take a good, hard look at your own company's DNA. 

You might need to do some remodeling first 🛠️

Learn more: Examples of cascading OKRs