Why Your Startup Should Adopt OKR Now And Not Regret It Later

Any startup considering adopting Objectives and Key Results needs to look no further than Google, which did so 20 years ago and went on to become the most successful startup in history. Although it may be argued that the adoption of OKR tools by Google was not solely responsible for its success, this simple and powerful management tool was used for more than 20 years by the company and served as an excellent example for companies to follow.

 Startup Should Adopt OKR

Is there a reason why we should see startups as distinct entities? When compared with established organizations, do they necessitate different strategic approaches? To begin answering these questions, let’s look at what new businesses require. They’d be at the beginning of a journey, trying to figure out their mission and vision. If they get things right, they have the ability to grow and become unicorns. For startups to succeed, they’ll need to have a lot of their operational management. They’ll also need the correct way of thinking to come up with OKRs. An OKR tool cannot be implemented correctly if no one takes the time to go through and define them.

It’s common for companies to be understaffed and operate in disarray. In an effort to keep everything in order, tasks that require immediate attention spill over into the next day. OKR management will assist them in remaining on track with their goals and ensure that they don’t divert from the route, stay connected as a team, and never lose concentration.

1. Use OKRs As A Tool For Self-Control

OKR tools provide the structure any start-up. With this kind of self-discipline, you’ll be able to keep moving forward. When startups adhere to the OKR management model, they may constantly regulate their activities to focus on results and work single-mindedly towards achieving them. Using OKRs, a start-up can define goals and get into a productive work routine. In the same way that people make New Year’s resolutions for themselves, organizations might set goals for specific individuals, groups, or even simply the top executives. It is more difficult to implement, measure, or manage a project with a large number of people. However, it would be effective if teams implemented it individually and encouraged additional teams to do the same. Make a few attempts, and don’t worry about getting everything exactly right the first time.

2. Decide How To Measure What You Want To Measure

The topic of how many OKRs should a startup have is quite common. To create goals and identify specific OKRs in a company, you may not have access to data or historical trends. Where data is lacking, rely on the startup’s original goals and objectives, which served as inspiration for the business plan. They can then use this data to set more realistic goals and a baseline as they progress. Once you’ve decided on the right number of goals, you should stick with them. It’s critical to maintain realism and make certain that they’ll actually have an impact on performance. If you set a target that’s too low or too high, you’re going to miss it by miles. Setting a low aim and reaching it without much effort is preferable to setting a high goal and achieving it without much effort. Before establishing the OKR management, prioritize the items in the list and assign a priority ranking to them. Gather data to keep tabs on progress and determine who is responsible for what outcomes.

3. Keep Validating The Business Plan

A cafe in a rural area is pointless because no one will come to eat there. However, not all company ideas are immediately evident about their potential. While working with a business idea or product, many entrepreneurs refine their concept into a full-fledged business concept. Even amazing ideas can fail if there isn’t enough interest in paying for them. Others underperform by a wide margin due to the negative impressions their clients have of their goods. Markets may reject a product, despite the fact that everyone, including the company’s investors, initially believed it to be attractive. OKR tools can assist you in validating and reaffirming the sustainability of a business plan.

4. Connect Teams with Individuals

As part of Google’s management philosophy, the company uses OKR software to allow all employees to know what their colleagues are working on.

Why? As a result of this level of openness, employees are able to see the big picture and have a stronger sense of ownership over the job they are doing to progress the company. In addition, since everyone can see how everyone else’s work feeds into their own when someone needs feedback or assistance, their coworkers will feel more obliged to supply it.

Employees can more easily see the relationship between their job and the company’s overall goals because all goals are in line with corporate initiatives.

5. Your Team’s Alignment

Employees often fail to meet goals because they don’t know what they’re aiming to achieve. Both you and the employees may not be clear on how you’ll measure their progress.

To return to a fundamental principle of excellent management, it is necessary to provide your employees with an understanding of what success looks like and how it will be judged within the firm. As a result, OKR tools are so effective because they mix quantitative and qualitative goals so that you can precisely align your teams towards the goals you want.

OKRs are the best way to keep a startup’s culture, productivity, and alignment with its original aims in check as it grows. Review OKR management updates and decide on the next actions at regular intervals. When reviewing OKRs, focus solely on attaining the goals rather than individual performance. People’s performance will take a back seat to everything else!

For more assistance regarding using OKRs effectively for your startup, reach out to us today!  

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Gaurav Sabharwal


Gaurav is the CEO of JOP (Joy of Performing), an OKR and high-performance enabling platform. With almost two decades of experience in building businesses, he knows what it takes to enable high performance within a team and engage them in the business. He supports organizations globally by becoming their growth partner and helping them build high-performing teams by tackling issues like lack of focus, unclear goals, unaligned teams, lack of funding, no continuous improvement framework, etc. He is a Certified OKR Coach and loves to share helpful resources and address common organizational challenges to help drive team performance. Read More

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