Meet Betika
Betika is a fast-moving player in the gaming industry. The OKR Institute worked with Betika to bring Objectives and Key Results to its management and middle management teams. The aim was to set up a solid OKR framework that would sharpen strategy, improve execution, and bring more alignment across the company.
In a fast-paced industry where priorities can shift quickly, a clear way to set goals and check progress helps teams stay focused on what matters rather than reacting to every new thing that comes up. For Betika, the goal was to bring that steadiness without slowing the business down.
Making OKRs Stick in a Fast-Paced Industry
Betika's main challenge was rolling OKRs out across the whole organization. That meant two things at once. First, the company had to introduce a brand new goal-setting framework, which is a real shift for any team. Second, and harder, it had to make sure people actually adopted that framework and used it well at different levels of the company.
The pace of the gaming industry made the second part especially tricky. When everything moves fast, it is tempting to treat goal setting as a box to tick and then get back to the action. Betika needed OKRs to become a working habit, not a quarterly formality.
Training, Pilots, and Weekly Rhythms
The OKR Institute built a comprehensive strategy that covered training, pilots, and the habits that make OKRs last.
- Comprehensive OKR training: We ran detailed sessions for all levels, covering the principles of OKRs, good practice for drafting and aligning them, and how to run weekly check-ins.
- Pilot groups: We picked specific teams to serve as pilots for the first rollout, which allowed focused implementation and the chance to adjust based on early feedback.
- OKR discipline: We stressed the value of regular weekly check-ins as a core part of the cycle, keeping alignment, accountability, and adaptation in play.
Starting with pilot groups was a smart way to manage the pace. Rather than risk a company-wide rollout all at once, Betika could prove the approach in a few teams, learn from them, and then expand with confidence.
What Made it Work
- Pilot-first rollout: Starting with selected teams allowed learning and adjustment before scaling company-wide.
- Weekly check-in discipline: Regular cadence kept goals alive and visible rather than forgotten between quarters.
- Board-to-team connection: OKR drafting connected board-level strategy with team-level work, so effort pointed in one direction.
- Broad but structured training: All levels received training, but the content was practical and tied to real work.
What Changed at Betika
Stronger OKR drafting
Product managers, team leads, and senior executives learned to write OKRs that connected board-level strategy with team-level work.
Strategic alignment
The company reached a higher level of alignment within and across teams, so everyone's effort pointed toward shared goals.
A steady weekly rhythm
Regular weekly check-ins created a sustainable rhythm, keeping dialogue, feedback, and adjustment flowing throughout each quarter.
A successful company-wide rollout
The careful pilot selection and focus on discipline paved the way for a steady, company-wide rollout that stuck.
What This Shows
Betika's case highlights two truths about rolling out OKRs. Introducing the framework is the easy part. Real adoption, the kind where teams use OKRs every week, is what takes work. Betika handled both by training broadly, starting with pilot groups, and building the weekly check-in habit that keeps goals alive. For any fast-moving company, that combination is the key. Start where you can learn, build the rhythm early, and let a successful pilot light the way to a wider rollout. That is how a fast company gains focus without losing its speed.
