Setting OKRs is one thing. Getting them to stick? Whole different beast.
We asked real startup teams what their biggest struggles were with OKRs - and their answers were raw, honest, and telling. From culture clashes to vague goals, the same patterns kept surfacing.
If you’re launching OKRs or relaunching them after a messy first try, this one’s for you. Below are the 9 most common sticking points real teams face - and what to do instead.
Why OKRs Often Don’t Stick (Even When Teams Mean Well)
These are real issues shared by actual OKR users - from ownership gaps to shifting priorities. We’ve grouped them by theme and added practical fixes to help your team build habits that last. Ready? Let’s dive in.
1. No Teamwide Buy-In
“The hardest part was getting everyone on board. A lot of people saw OKRs as just another thing to do.”
What’s going on:
OKRs fall flat when they feel top-down. If your team isn’t invested, they won’t engage - especially if it feels like added work.
What helps:
- Involve team leads in co-writing OKRs
- Share early wins (even small ones)
- Explain how OKRs solve real pain points - not create new ones
2. Vague, Uninspiring Objectives
“We focused too much on quantity over quality.”
“The objectives were too vague or unrealistic.”
What’s going on:
OKRs that sound good on paper but don’t mean anything in practice. Without clarity or ambition, they won’t move the needle - or inspire anyone.
What helps:
- Make objectives punchy and mission-aligned
- Add context so people know why the OKR matters
- Use frameworks (or this free OKR Writing Workbook) to tighten the wording
3. No Measurable Outcomes
“We confused outputs with outcomes.”
“There was no clear way to track if we were making progress.”
What’s going on:
Teams often write key results that are vague or activity-based (“launch landing page”) instead of outcome-based (“convert 100 new signups”).
What helps:
- Use data-driven, outcome-focused KRs
- Tie each KR to a real metric that matters
- Add stretch targets, but make them believable
4. Lack of Ownership
“Nobody really owned them.”
“It got messy when OKRs crossed teams.”
What’s going on:
When everyone owns the goal, no one owns the outcome. Without a single point of accountability, OKRs fall apart fast.
What helps:
- Assign a DRI (directly responsible individual) per OKR
- Break cross-functional goals into smaller, team-level OKRs
- Publicly track progress to increase visibility and commitment
5. Inconsistent Check-Ins
“We kept forgetting to review them.”
“No one was checking progress.”
What’s going on:
Set-and-forget is the death of OKRs. Without regular review, teams drift - and no one knows whether they’re winning or losing.
What helps:
- Add check-ins to existing rituals (e.g., Monday standups)
- Use async Slack nudges or OKR software tools
- Keep it lightweight - 5 mins is all it takes
6. Culture Misfit
“It took time to build trust and transparency.”
“OKRs felt like micromanagement at first.”
What’s going on:
OKRs thrive in open, feedback-rich cultures. In low-trust environments, they can feel performative or punitive.
What helps:
- Normalize misses and iterate openly
- Model transparency from the top down
- Reinforce that OKRs ≠ performance reviews - they’re a shared map
7. Confusion Between OKRs and KPIs
“We weren’t sure what belonged in OKRs vs dashboards.”
“People used them like to-do lists.”
What’s going on:
Teams often blend OKRs, KPIs, and projects - which muddies purpose. OKRs should stretch; KPIs should sustain.
What helps:
- Separate stretch goals (OKRs) from health metrics (KPIs)
- Teach teams to write outcomes, not tasks
- Use templates and examples to reinforce the difference
8. Leadership Gaps or Lack of Modeling
“Leadership said they wanted OKRs, but didn’t use them.”
“There wasn’t any follow-through from the top.”
What’s going on:
If OKRs are optional at the top, they’ll be optional everywhere. Teams take cues from leadership behavior - not just policies.
What helps:
- Execs should write, share, and check in on their own OKRs
- Treat OKRs as a strategic operating system - not a side project
- Celebrate early adopters and quick wins
9. OKR Tools That Add Friction
“It felt like just another dashboard to check.”
“Too many tabs, not enough traction.”
What’s going on:
OKRs don’t fail because they’re bad - they fail because the tools feel heavy. If the tech doesn’t serve the habit, the habit dies.
What helps:
- Choose a tool that fits your team’s actual workflow
- Start with something light (Notion, Google Docs, or OKRs Tool)
- Add complexity only as the habit sticks
Common OKR Challenges - and What Actually Works
Before you roll out new OKRs (or reset the ones you’ve got), use this table to spot common pitfalls and apply real fixes that work in fast-moving teams.
OKRs don’t fail because the concept is flawed. They fail because the system around them isn’t ready. This table gives you a simple way to course-correct before launch - or fix what’s falling apart.
Final Thoughts
OKRs aren’t hard because they’re complicated. They’re hard because they demand behavior change.
The good news? That change pays off fast - if you start simple, stay consistent, and build buy-in from the start.
No fluff. No overthinking. Just better goals, faster focus, and a way to actually move the needle - together.
