Sharing is caring (and conquering) – Introducing new shared OKRs functionality

When we share, something amazing happens. 

Whether it’s a good deed done in your personal life, winning a three-legged race, or collaboration in delivering a critical project, we at Gtmhub recognize your desire to work together and share.  

This desire inspired the creation of Shared OKRs within our platform, making it easy for teams and individuals to collaborate on projects and Objectives.  

Imagine Product and Product Marketing are launching a brand-new collaboration functionality. Their Key Results involve reaching a 10% conversion rate from free to paid users and an NPS score of 45.   

This OKR should be shared — both departments desire the same Objective, making the functionality a success, and depend on each other to make it happen. Making multiple individual OKRs as an alternative can silo work, leading to hidden dependencies and duplicated efforts. Shared OKRs optimize for cross-functional collaboration and operational efficiency.

However, the OKR philosophy hasn’t always been, shall we say, “accommodating” to shared OKRs. In the words of Felipe Castro, ex-Googler and OKR Evangelist, 


“Years ago, when I started working with OKR, former Googler Marcelo Quintella was the first person to highlight the importance of shared OKRs. While most authors (Google included) don’t even mention it, Marcelo told me that sharing was the most important trait about OKR”  



But times have changed, and so has the Gtmhub platform. 

This one’s for you. You cooperation champions, people pioneers, and tremendous teamwork trailblazers: say hello to shared OKRs.


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With shared OKRs you can… 


Demolish silos – Cooperation is the currency of shared OKRs. According to Harvard Business Review contributor Jeff Gotthelf, sharing encourages individuals to: 

Set OKRs with more than their immediate goals in mind  

Support their team’s overall Objectives and Key results 

Being a shared Objective or KR owner encourages transparency, collective purpose, and parallel progress: bask in your benevolence, you’ve earned it.  


Ensure clarity – If there’s a major feature or product release on the map, a real once-in-a-generation gamechanger, you want full participation and sights set on the horizon. Shared OKRs focus on: 

Clarity on what matters for teams 

Impact upon customer/business/product 

Aiming higher and seeing further than the self 


Map interdependencies – Make transparent what’s needed at each step of delivery. If Engineering needs to do X before Product asks Y, it’s easy. You can:  

Create tasks 

Tag tasks/projects by highest/lowest priority 

Expose hidden interdependencies  

No more conflict, no more loose ends.  


Amplify accountability – The blame game is officially over: no one won. With shared OKRs at your side, it’s no longer “you” or “I,” but us. The success or failure of any enterprise now rests on the shoulders of the many rather than the few.  


Cherish communication – Talking has never been easier or more rewarding – no, really. Up to 80% of businesses use social collaboration tools for enhancing business processes (thanks for that one McKinsey McKinsey), with 75% of employers rating collaboration as important (here’s looking at you, Queens University of Charlotte).  

Communication is the lifeblood and path to shared OKR victory.  


Create virtual teams – Your team could be scattered in the stratosphere, but a cornerstone purpose through shared OKRs will earth them. Shared OKRs instill the need to speak and meet regularly and ease the collaboration of colleagues by giving them a unified goal.


Ramp employees quicker – Asking a new employee to create an OKR on day one is asking for trouble. Giving new employees a shared Objective with a senior peer helps them understand the philosophy, technique, and delivery of OKR best practices.


Evolve company culture – With all of the above in place, creating a culture of collaboration, cooperation, and OKR domination is all but guaranteed.


The right fit 


Creating a successful OKR can be puzzling at times.  

Imagine your people, products, customers, etc. as different puzzle pieces — your company’s OKRs are the complete image.   

Each employee has a handful of shapes and with these they craft a partial picture that is meant to align with the whole.  

They might sort by color or by shape, forcing pieces together or starting at the edges: each picture and process as unique as the individual, intended to fit into the aggregate.  

Without OKRs, teams are building in disconnected blindness. Their pictures will not fit together, could be duplicates of others, or might break.  

With collaboration, we share as we build, we cooperate as we construct, and create a shared language of goal setting to make sense of our puzzle.   

We own and work towards our shared goals.  

Where the bigger picture emerges.   

Where things just... click. 

Don’t believe us? Try us out for free. 


Here’s how shared OKRs work



In just four clicks you’re on your way to OKR oligarchy. 

Yes, it really is that simple. Sharing is easy, siloing is hard. 

If you’re a Gtmhub customer and have feedback for us, let us know. We’re listening. If you’re not familiar with Gtmhub, sign up and try us out for free or drop us an email, we’d love to hear from you.