Composition of a team inevitably varies across different companies. Some companies have cross functional teams while others have temporary teams based on their project assignments. Depending on the kind of structure, design your team OKRs.
While team OKRs ideally should always contribute to the company OKRs, in practice there might be cases where this alignment does not make sense. In the first couple of adoption cycles, we do not recommend setting up restrictions on alignments. Until you get it right even if the team OKRs roughly support company OKRs, they are good enough.
Contrary to traditional goal setting process where team manager solely decides team goals, OKRs involve the entire team in a collaborative effort. The individual to team OKR alignment can only be effective if the team members were actively participating in finalizing team level goals.
Some vital points with respect to the team level OKRs –
Maximum 3-5 objectives per team
Typically owned by the team lead/manager
Should be created collaboratively the entire team not just manager
Most of the times, support the company OKRs
Should encourage cross-functional/cross-team collaboration