# Your first OKR rollout, done properly.

> Your first OKR rollout, done properly. OKRGoal checks every draft, runs the weekly check-in and chases what is late in Slack, so OKRs survive past March. Free to start.

This is the Markdown version of https://okrgoal.com/solutions/growing-companies

*For growing companies*

You do not need a consultant or a full-time OKR lead to run OKRs well. You need good drafts, a weekly rhythm somebody keeps, and an honest close. OKRGoal does the keeping, so you can do the thinking.

[Start free](https://app.okrgoal.com/sign-up) · [Try the live demo](https://demo.okrgoal.com/)

## Most companies are on their second try.

The first time, the founders wrote objectives on an offsite. Ten of them. The key results were a to-do list. Check-ins happened for three weeks, then the quarter got busy. By the review, nobody could say what had worked.

None of that was a people problem. Nothing checked the drafts and nothing ran the rhythm. **OKRGoal does both.**

## What the first quarter looks like.

- **Week 0:** Sign up and name the workspace. Every setting has a sensible default, so that is the setup. Invite the leadership team.

- **Week 0:** Draft three company objectives. The Coach flags the one that starts with “launch” and the key result that is really a task. Fix them, or keep them and know why.

- **Week 1:** Teams draft their own, aligned to the company's. The alignment score shows who is not connected to anything.

- **Week 2:** Publish. Connect Slack. The Champion takes it from here.

- **Weeks 3 to 11:** Fifteen to thirty minutes a week, on the day you choose. Most people check in from Slack in under a minute. The streak climbs. The one person who forgets hears about it, then their coordinator does.

- **Week 6:** A KPI dips. The Champion tells its owner before the board meeting does.

- **Week 11:** Ninety minutes, four acts. Honest scores, and a diagnostic: was a miss strategy or rhythm?

- **Week 12:** Next quarter's planning starts with this quarter's scores and learnings already in it.

## Do less, and do it properly.

Two profiles are built for a first rollout:

**Radical Focus**

### Radical Focus

One objective per team and three key results, with a warning past either. The planning phases are hidden. In the style of Christina Wodtke's book.

**Lightweight**

### Lightweight

Track OKRs without the planning workflow. Check-ins every two weeks. Only the two structural gates. Good for teams who want the habit before the process.

Switch to the Recommended profile when you are ready for the full cycle. A closed quarter keeps the rules it ran under.

## Nobody has to learn another tool.

Slack, Microsoft Teams, WhatsApp, Telegram or email. Whichever app your team lives in.

## Grows with you

### From ten people to a few thousand

The same product runs a five-person startup and a university. Add departments, levels and governance when you need them.

### No plan to outgrow

Every feature is on the free plan. When you grow, you pay for the AI you use, not for features.

### Keep it, or take it

Export everything at any time, or move to your own servers when your security team asks.

## Questions

### We are twenty people. Is this too much?

Choose the Radical Focus or Lightweight profile and it is as small as a shared document, with the Champion doing the chasing.

### Do we need an OKR lead?

No. Somebody should own your OKRs, often the chief of staff or a founder, but the product runs the reminders, the agenda, the digest and the review.

### We have OKRs in a spreadsheet. Can we keep them?

Upload the spreadsheet. You confirm the column mapping, see a dry run, then import.

### Do we need to use AI?

No. It drafts and rewrites if you connect it, and every rule but one runs either way.

## Start this quarter honestly.

[Start free](https://app.okrgoal.com/sign-up) · [Try the live demo](https://demo.okrgoal.com/)

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OKRGoal, from OKR Institute. A map of this site for AI agents: https://okrgoal.com/llms.txt