How to set company OKRs that stick
Published
How to set company OKRs that stick
The hands-on guide to building goals your team will believe in, with examples, templates and communication tips that keep progress on track.
Published
You’ve probably set OKRs before. They start strong, then lose steam once real work kicks in. It’s not that your goals were wrong; it’s that the system didn’t stick.
This guide shows you how to set company OKRs that last beyond kickoff week. It’s built for growing SMBs that want structure without red tape and motivation that lasts longer than a meeting. You’ll learn how to build a simple OKR cadence, communicate progress clearly and help your team stay connected across any work setup.
Inside, you’ll find:
• OKR examples for small businesses across sales, HR, operations and marketing.
• Editable templates for weekly updates and quarterly reflections.
• A practical OKR communication plan that fits your real-world pace.
No jargon. No busywork. Just a clear way to keep your goals visible, your team focused and your progress moving quarter after quarter.
Because great OKRs don’t live in a document: they thrive in the way your team works together.
Start building alignment that lasts.
Frequently Asked Questions
OKRs (Objectives and Key Results) help small businesses set clear goals and measure progress. They align teams around priorities and make it easy to track performance quarter after quarter.
Most SMBs review OKRs weekly or monthly and do a deeper reflection each quarter. This guide includes a simple cadence you can copy to keep your goals on track.
Yes! It’s designed for modern Canadian businesses with distributed teams. You’ll find templates and communication examples that keep everyone connected, wherever they work.
It’s built for Canadian SMBs using examples, terminology and work practices that reflect how teams collaborate here — from startup culture to compliance-focused industries.
The most common pitfall is setting too many goals at once. When everything is a priority, nothing is. Start small — two or three company-wide objectives — and build consistency before complexity.
Clear OKRs give employees visibility into how their work matters. When people can see progress toward shared goals, engagement rises and performance conversations become about outcomes, not opinions.
To download the guide, we just need a few quick details.
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