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That's a really good question! The individual OKRs of each team member should be focused on their role and strengths within the team and then, when taken together, those individual markers should collectively achieve the team goals.
In a perfect world, it should be the case that each individual does what they know they need to do and that hits their individual goals. If every individual does that, then the team goals should be achieved too. That won't always be the case, certainly not at first as there's a period of alignment where all parties are still working out exactly what is possible, how things can be achieved etc. but, over time, they should line up.
I would also point out that many Key Results and their initiatives are supposed to be stretch targets...so you don't necessarily want people hitting 100% each time. Setting them as stretch targets allows for personal growth, learning, and fulfilment while also driving success at a team, and thus organisational, level.
- Well, the individual OKRs are focusing on the personal growth of each person in our company. On the other side we do have company goals to achieve, and both are not necessarily the same or heading in the same direction. This is the point, where the team OKRs are coming in. With team OKRs we can help to visualize company goals on a more detailed level. This helps us to bring more focus on specific objectives and the smaller steps to achieve the company goals. This level helps our users to understand why this activity actually help the whole company – not ONLY the person itself.
