The process of improving OKRs can begin with understanding that something is wrong. Teams tend to feel it much earlier than they will acknowledge it; ambitions are nice on paper and fail miserably on the ground; all things are going well, and no one even seems to know what success is.
When the failure of OKRs to do so is identified, it is typically not due to the flaw of the framework itself, but an issue with the approach itself.
Most of the time, teams resort to an OKR consulting firm to get things straight, and this is where Wave Nine comes in. Wave nine introduces a much more human-focused approach to the OKRs, as it reminds leaders that the goals are not supposed to weigh the teams down but to support them.
They make use of OKRs as a discussion and not a dashboard, which is oriented on alignment, intention, and understanding among the whole team. This attitude is particularly significant when the OKRs begin to fall in or become meaningless in the middle of the cycle.
Why OKRs Stop Working
OKRs usually fail for predictable reasons. The signs are subtle at first, and that can be:
- Misalignment in meetings
- Vague metrics
- Key results that don’t quite connect back to priorities.
These issues tend to stack up quietly until the team hits mid-quarter and realizes the goals don’t reflect what they are actually doing.
Common causes include:
- Lack of clarity regarding the purpose or expected outcome of a goal
- Overcrowded OKRs with too many Key Results competing for attention
- Poor measurement or ambiguous indicators of progress
- Weak alignment between teams, individuals, and organizational strategy
- Insufficient ownership, where nobody truly feels responsible for outcomes
Recognizing these patterns early is the first step toward correction.
Resetting the Foundation: Start with Intent
When OKRs start drifting, the quickest reset is revisiting the original intent behind each objective. Teams often skip that grounding step, leading to complexity and confusion. Refocusing on purpose and reducing the number of OKRs brings clarity. With fewer, meaningful goals, teams engage better, track progress easily, and collaborate far more effectively.
Build Real Conversations Around Goals
Experts often say the simplest fix for broken OKRs is more honest conversations. Teams should revisit what each KR measures, whether the outcome still feels meaningful, and if the metrics remain relevant. When these talks become safe alignment check-ins rather than performance policing, clarity returns, and OKRs naturally become more actionable.
Establish a Healthy Cadence
OKRs need a steady rhythm to stay alive. Regular weekly or biweekly check-ins keep goals visible, remove blockers early, and maintain team connection. With a supportive cadence, not a judgmental one, people refine objectives, question unclear metrics, and contribute ideas that strengthen execution.
Reground Your Team for Better OKRs
Improving OKRs is about building clarity, focus, and collaboration, not rewriting documents. When teams simplify priorities, have sharper conversations, and create structures where goals guide rather than confuse, everything shifts. Slow down, ask better questions, reduce noise, and OKRs start working exactly as intended.
