Scaling OKRs Across the Organization

Implementing OKRs for a 10-person startup is very different from scaling them to a 10,000-person enterprise. But the principles remain the same.

The Scaling Challenge

As companies grow, complexity multiplies: more teams, more dependencies, more priorities. Without a disciplined approach, OKRs become inconsistent and fragmented.

How to Scale

1. Governance and coaching. Appoint OKR champions who can guide teams in writing and reviewing OKRs.

2. Cross-functional OKRs. Encourage teams to co-own objectives that cut across silos.

3. Consistency with flexibility. Provide templates and best practices, but allow for adaptation to team context.

Case Example

One large organization I worked with used OKRs to unite its engineering and product functions. By defining shared outcomes—like reducing customer onboarding time—they aligned thousands of people around one measurable result.

Scaling OKRs isn’t about enforcing rigid control. It’s about creating a shared language for priorities.