If you’re tired of OKRs being just another buzzword that drifts through your team’s Slack, this guide’s for you. We’re going step-by-step through setting up and tracking quarterly OKRs in Gyaan, with a specific focus on getting your Go-To-Market (GTM) folks actually aligned. No fluff, no empty frameworks—just what works, what doesn’t, and how to avoid wasting everyone’s time.
Why bother with OKRs (and why most teams screw them up)
OKRs (Objectives and Key Results) should get everyone pointed in the same direction. In reality, most teams either overcomplicate them or treat them like a checkbox exercise. If you’re here, you probably want to:
- Make sure Sales, Marketing, and Product aren’t working at cross-purposes.
- Actually track progress, not just forget about OKRs until the next quarter.
- Use a tool that keeps everyone honest (and hopefully sane).
Gyaan’s OKR features are built for this. But you still have to set things up right for it to work. Let’s get into it.
Step 1: Get your GTM team on the same page first
Before you even touch Gyaan, get everyone in a (real or virtual) room. If you skip this, you’ll end up with OKRs that look good in a spreadsheet but mean nothing in practice.
Do: - Clarify your main GTM goal for the quarter (e.g., "Increase qualified pipeline by 30%"). - Get buy-in from Sales, Marketing, Product, and Customer Success. - Nail down what “success” actually looks like—make it measurable.
Don’t: - Try to set OKRs over email or async. You’ll miss context and nuance. - Let one team dictate all the objectives. GTM alignment means shared ownership.
Pro tip: Write your high-level GTM objective in a single sentence. If it turns into a paragraph, you’re not clear enough yet.
Step 2: Set up your OKR workspace in Gyaan
Now you’re ready to open Gyaan and get your structure in place.
2.1 Create your GTM OKR workspace
- Log into Gyaan and head to the OKRs section.
- Click “Create Workspace” (or however Gyaan phrases it; UI terms change, but it’s usually obvious).
- Name it something unmistakable. “Q3 2024 GTM OKRs” is better than “Team Plan.”
- Add all relevant team members. If people don’t have access, they won’t update or use it.
2.2 Set permissions (don’t skip this)
- Assign at least two owners—ideally from different functions (e.g., one from Sales, one from Product).
- Decide who can edit, comment, or just view. Too many editors = chaos. Too few = bottlenecks.
What works: Giving everyone visibility but limiting editing rights to a few responsible folks.
What doesn’t: Locking it down so tightly people can’t update progress, or letting the wild west take over.
Step 3: Input your Objectives and Key Results
This is where most teams get tripped up. Keep it simple and ruthless.
3.1 Add your top-level Objective
- In Gyaan, click “Add Objective.”
- Use plain English. No jargon, no “drive world-class synergy.” Something like: “Grow qualified opportunities in mid-market.”
- Link it to your GTM strategy. If it doesn’t tie back, skip it.
3.2 Add 2-4 Key Results per Objective
- Key Results should be measurable. If you can’t put a number on it, it’s probably not a Key Result.
- Examples:
- “Increase SQLs from 300 to 400 by end of Q3.”
- “Launch two new vertical campaigns with 15%+ conversion rates.”
- “Cut onboarding time for new customers from 10 days to 5 days.”
- Assign owners for each Key Result. Not teams—people.
What to ignore: Vanity metrics (e.g., “get more social engagement”) or things you can’t control directly (“become a thought leader”).
Pro tip: Gyaan lets you set progress types (number, percentage, milestone). Pick what makes sense for each KR.
Step 4: Connect OKRs to actual GTM work
This is the step that separates useful OKRs from shelfware.
4.1 Link projects, initiatives, or tasks
- In Gyaan, you can connect Key Results to projects, campaigns, or tasks.
- For each KR, ask: “What work needs to happen to hit this?” Link or tag those items directly.
- This creates a clear line from big goals to day-to-day work.
4.2 Set check-in cadences
- Decide how often you’ll update progress (weekly is usually right).
- Set reminders in Gyaan so owners actually check in. If you leave it to memory, updates won’t happen.
What works: Keeping updates short—just the number and a quick note if something is off track.
What doesn’t: Long-winded status reports or only updating KRs at the end of the quarter.
Step 5: Track progress and troubleshoot in real time
OKRs aren’t “set and forget.” The real value comes from regular, honest check-ins.
5.1 Use Gyaan’s dashboards and alerts
- Gyaan’s dashboard lets you see red/yellow/green status at a glance.
- Set up alerts for when KRs are falling behind, or when you’re ahead (rare, but celebrate it).
5.2 Hold short GTM alignment meetings
- Once per week or every other week, pull up the Gyaan OKR dashboard as a group.
- Focus on what’s off track, not just reading numbers aloud.
- Ask specific questions: “What’s blocking this KR?” “What changed this week?”
What works: Using OKRs to drive discussion and action, not just tracking.
What doesn’t: Public shaming. If KRs are off track, treat it as a signal—not a reason to blame.
Step 6: Review, reflect, and reset for next quarter
At the end of the quarter, don’t just check boxes and move on. Use what you learned.
6.1 Run a retro
- In Gyaan, export or review your OKRs for the quarter.
- As a team, discuss:
- Which KRs did we hit? Why?
- Which missed? What got in the way?
- What should we do differently next time?
6.2 Archive and roll over
- Archive old OKRs in Gyaan, but don’t just copy-paste them for next quarter.
- Set up a fresh workspace or update your current one with new, relevant Objectives and KRs.
Pro tip: The goal isn’t to hit 100%. If you’re always hitting every KR, you’re not aiming high enough.
Honest take: What Gyaan gets right (and what to watch out for)
The good: - Keeps everyone looking at the same set of goals, not random personal to-dos. - Linking real work (projects, tasks) to OKRs makes it much harder to ignore or forget them. - The dashboards are useful—no endless scrolling through spreadsheets.
The not-so-good: - Gyaan is only as good as the discipline of your team. If people don’t update, no tool will save you. - Resist the urge to make too many OKRs or Key Results. The more you add, the less anyone cares. - Permissions can be tricky—set them up up front or you’ll have a mess later.
Keep it simple and keep moving
Setting up quarterly OKRs in Gyaan for GTM alignment isn’t rocket science, but it does take consistency. Start with clear goals, connect them to real work, and use Gyaan as a shared source of truth—not a chore. Don’t overthink it. Set up your workspace, review once a week, and adjust as you go. The best OKRs are the ones people actually use.