Do OKRs really work?

Do OKRs really work

Do OKRs actually work?

Yes, many businesses have used OKRs as a systematic method to achieve organizational success by implementing effective goal-setting techniques.

Many well-known companies have not just adopted OKRs but have also experienced impressive achievements as a  result. Google is the most renowned case.

Other major players in the tech industry, such as Intel, LinkedIn, and Twitter, have also credited their accomplishments to the successful utilization of OKRs.

Who can utilize OKRs?

OKRs are created to be a flexible framework that can be used by organizations of any size and structure. From top executives to team leaders and decision-makers in different industries, everyone can utilize OKRs to align their teams with the overall goals of the organization and achieve success together. 

Whether you’re leading a small startup, managing a department, or overseeing a large multinational corporation, OKRs offer a universal language for setting goals and measuring performance.

When should you use OKRs?

During times of change, like when there are strategic shifts, mergers, or product launches, they become extremely valuable.

This is because they provide clear objectives and measurable results that can help teams work towards common goals. OKRs are not a one-size-fits-all solution, but they truly excel when an organization values agility, collaboration, and a data-driven approach to success.

What is the success rate of OKRs?

OKRs have gained widespread adoption across various industries, with many companies, ranging from startups to Fortune 500 giants, incorporating this goal-setting framework into their business strategies. Tech giants like Google, Intel, and LinkedIn have been early adopters, contributing to the popularity of OKRs.

Research suggests that organizations that wholeheartedly embrace the OKR methodology and have the required resources and support are more likely to achieve success using OKRs.

In fact, certain companies have witnessed impressive outcomes, including heightened productivity and innovation. For example, Duolingo succeeded with their ‘Stories’ feature using OKRs.

Ultimately, the success of OKRs depends on strategic deployment, consistent evaluation, and widespread adoption of the methodology throughout the organization.

What are the factors that affect the success of OKRs?

Like any other strategy execution framework, a lot depends on the team’s mindset, work culture, commitment, and coordination.

Here are a few more specific factors that influence the success of the OKR framework.

  • Securing leadership buy-in and modeling behavior
  • Customizing OKRs to company culture and needs
  • Providing adequate training on OKR best practices
  • Maintaining flexibility and adaptability
  • Focusing on learning and progress
  • Qualitative assessment alongside quantitative OKRs
  • Iterative improvements to the OKR process

Do companies still use OKRs?

As mentioned earlier, many big and small companies are still using OKRs, and it is a growing trend among other companies.

After companies like Google, Intel, and LinkedIn, many other companies are also slowly adopting the OKR framework. 

We at JOP have experienced this trend as we help companies align strategy with execution and achieve faster growth for their business and people via the OKR framework.

It also helps with business performance management and company growth.


OKRs have the potential to be a game-changer in organizations, helping to bring focus, alignment, and results. When used effectively and embraced by everyone, they create a structure for setting and accomplishing meaningful goals.

But it’s important to remember that success with OKRs isn’t automatic; it requires transparency, adaptability, and a commitment to constant improvement.

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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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