📉The 95% Problem
You spent a week in January engaged in a brutal strategy session. You defined clear Quarterly OKRs. You presented them at the All-Hands. Everyone clapped.
Fast forward to mid-February. Do your employees know what those goals are today?
Historically, the answer is no.
A classic study cited by Harvard Business Review suggests that 95% of employees are unaware of, or do not understand, their company's strategy.
🌊Why Goals Drift
It's not because your employees are lazy. It's because "Urgent" always beats "Important."
The Urgent
Client emails, bugs, Slack pings — the things that scream for attention right now.
The Important
The strategic OKR set 4 weeks ago — the work that actually moves the business forward.
Without a forcing function, the Urgent will win every single week.
🔗Bridging the Gap
This is why "Set and Forget" OKRs fail. To fix the gap, you need to link the micro (Weekly Wins) to the macro (OKRs).
How Weekly Win Bridges the Gap
Our platform requires users to tag every weekly accomplishment to a specific OKR. If an employee tries to submit a win that doesn't link to a goal, they — and you — get immediate feedback.
"If this work doesn't matter to our goals, why am I doing it?"
From Set-and-Forget to Always-On
Old Way
OKRs in a spreadsheet
Weekly Win Way
OKRs in the workflow
Don't let your strategy die in a spreadsheet. Make it part of the weekly workflow.
Key Takeaways
- ✓95% of employees don't understand their company's strategy
- ✓"Urgent" work always beats "Important" work without a forcing function
- ✓Set-and-forget OKRs fail by mid-February
- ✓Tagging weekly wins to OKRs bridges the strategy-execution gap
- ✓Strategy should live in the workflow, not in a spreadsheet