If you don't have at least 100-150 employees, I've found that OKR are an absolute nightmare and create more confusion than good. There are many better ways to align smaller teams and orgs.

Do you have any sense of why? It works best for me on small teams and startups, since that's where we need people to own and iteratively address full problems. "Understand and address why users of type X aren't returning" is not too confusing, especially if you have good communication processes during the actual work.

Does your OKR process span multiple teams and management layers?

Yes, my post links to GitHub repos where I maintain basic resources, examples, collected comments, and the templates that I use professionally-- see the "OKR examples by SixArm".

The most important single item for success, IMHO, is to invite your whole team to get involved at the start.