Many businesses assume their teams know what they’re working towards, but does that necessarily mean those efforts align with the company’s long-term vision? Too often, goals are set in isolation, leading to disjointed departments that hit their individual targets but fail to improve team performance and accelerate business growth.
Organisations struggling with fragmented priorities, unclear goals and misaligned efforts need a structured goal-setting framework that builds clarity, provides accountability and results in continuous improvement.
So, how can companies ensure that objectives are set correctly from the outset? What’s the difference between company-wide and team-level OKRs? And what are the best practices for rolling out OKRs effectively?
The difference between Company OKRs and Team OKRs
A well-structured OKR Framework ensures that every level of the organisation is working towards meaningful impact. At the highest level, Company OKRs are set, and they will define the overarching Strategic Goals, setting priorities that shape the organisation’s long-term direction. These OKRs will focus on the Big Shifts the organisation needs to make to get them from where they are now to where they need to be. These OKRs are likely to be cross-functional, meaning they require collaboration across multiple teams to drive real change.
Team OKRs, on the other hand, help teams and departments apply the OKR Framework to their own challenges and priorities. While they should be guided by the direction set by the Company OKRs, they don’t always need to align directly with them or ‘move the needle’ on the Key Results. Team OKRs should focus on solving local challenges, driving focus, and improving execution within teams.
Do individual objectives fit into the OKR Framework?
A common question is whether individual employees should have their own OKRs. While personal performance goals play a role in professional development, OKRs work best when applied at the team level rather than the individual level.
Instead of assigning separate OKRs to each employee, businesses should ensure that everyone understands how their role contributes to the team’s objectives. Employees can take ownership of specific key results, but their personal development goals should be managed separately. This prevents the framework from becoming overly complex or misused as a performance management tool rather than a strategic alignment method.
Managing OKRs across multiple teams
As organisations grow, different teams may develop competing priorities, which can lead to inefficiencies. Without alignment, one department may focus on driving efficiency while another prioritises innovation, creating a disconnect that slows progress.
For OKRs to drive meaningful results, they must filter down from the top, with company-wide objectives feeding into team execution. But alignment alone isn’t enough, businesses must also encourage a culture of collaboration. Cross-functional teams should work together to identify dependencies, share insights and ensure that their efforts complement rather than compete with each other. Regular check-ins and progress reviews help maintain this structured yet flexible approach, ensuring teams stay on track without rigid micromanagement.
Achieve greater team alignment with expert OKR support
OKRs are a powerful goal-setting framework but only when implemented correctly.
When objectives are clearly defined and measurable, teams can prioritise high-impact work, avoid distractions and execute faster. Instead of vague aspirations, OKRs provide a tangible roadmap, helping businesses stay agile while maintaining strategic alignment.
Our team of OKR specialists helps businesses define, track and refine their OKRs to drive measurable success. With expert guidance, companies can accelerate growth, create stronger team alignment and truly witness the full potential of their workforce.
Get in touch with us today to see how OKRs can transform your organisation.