What are OKRs, how to write them, and examples

Achieving meaningful goals takes more than intent—it requires a structured framework that works across the entire company. While KPIs and SMART goals focus on tracking or defining objectives, OKRs (Objectives and Key Results) are built to align efforts, focus on measurable outcomes, and inspire progress through stretch goals.

This guide covers everything you need to know about OKRs. Learn what they are, how they work at company, team, and individual levels, and why they’re essential for aligning quarterly objectives with long-term strategies. You’ll also find examples of company OKRs, team OKRs, and individual goals to guide your process.

Get started

What are objectives and key results (OKRs)?

Objectives and key results (OKRs) help organizations set goals and measure progress. Introduced by Intel CEO Andy Grove in the 1970s, this framework connects goals across company levels, from leadership to team OKRs and individual goals. Companies like Google, Disney, and Amazon use OKRs to focus on stretch goals, align efforts, and track results through regular check-ins.

What are objectives?

Objectives are statements that describe what a company, team, or individual wants to achieve. These are designed to inspire focus and connect efforts to a common goal. Objectives answer the question: Where do we want to go?

Examples of objectives:

• Improving customer satisfaction at a company level
• Driving sustainability initiatives at a team level
• Strengthening leadership skills at an individual level

What are key results?

Key results are specific, measurable targets that show how progress toward the objective will be tracked. They provide clarity for teams and individuals by defining the metrics that matter.

Examples of key results:

• Increase Net Promoter Score (NPS) to 60+ for a company-wide objective
• Launch in three new global markets by Q3 as a team OKR
• Complete two leadership courses within the quarter for an individual goal

OKRs create alignment across all levels of an organization, helping teams focus on quarterly objectives while tracking long-term goals through measurable results.

What’s the difference between KPI and OKR?

KPIs are metrics used to track specific areas of performance, such as sales growth or customer retention, while OKRs provide a more comprehensive framework for achieving goals. For example:

• A KPI might track sales revenue growth over time.
• An OKR would include a clear objective, such as improving global sales, with measurable key results like increasing revenue by 25% and expanding into three new markets.

KPIs often monitor ongoing performance, while OKRs focus on quarterly objectives that drive meaningful change.

Further reading: OKR vs. KPI – similarities and differences

​​Transitioning to OKRs

Switching from KPIs or SMART goals to OKRs helps align goals at every company level with clear, measurable outcomes. Here’s how to start:

1. Evaluate current frameworks: Identify areas where alignment, tracking, or goal clarity could improve.
2. Start small: Pilot the OKR process with one team, focusing on quarterly objectives and measurable key results.
3. Track progress: Use tools like monday work management for regular check-ins and adjustments.
4. Expand gradually: Roll out OKRs across the entire company, refining the approach through feedback.
5. Review and adapt: Analyze successes and challenges to improve future cycles.

History & origin of OKRs

OKRs were introduced in the 1970s by Intel CEO Andy Grove, who created the framework to align high-level company goals with actionable results. John Doerr, a former Intel executive, brought OKRs to Google in the late 1990s. Since then, the framework has been adopted by organizations across industries, from startups to global enterprises, to connect teams and achieve measurable outcomes.

6 types of OKRs

OKRs are a structured framework that supports a wide range of business objectives. Each type serves a distinct purpose, helping organizations create an action plan that aligns with their company strategy and engages key stakeholders. Whether focusing on team-level goals or individual goals, OKRs help align priorities over a defined time frame.

1. Committed OKRs

Committed OKRs focus on realistic goals that teams fully intend to achieve within a specific period of time. These objectives often require resource allocation and contribute directly to critical business outcomes.

Example objective: Reduce customer churn by Q2.
Key results:

• Decrease churn from 15% to 10%.
• Increase active users by 20%.
• Launch a loyalty program in two regions by Q3.

2. Aspirational OKRs

Aspirational OKRs involve audacious goals that challenge teams to think beyond immediate possibilities. While full completion may not always occur, these goals encourage innovation and often lead to substantial progress.

Example objective: Become the global leader in renewable energy.
Key results:

• Source 100% of materials from renewable resources by 2026.
• Cut supply chain carbon emissions by 70%.
• Achieve carbon neutrality by 2030.

3. Learning OKRs

Learning OKRs prioritize exploration and gaining new knowledge. These objectives are especially useful for testing strategies or entering uncharted areas.

Example objective: Explore customer preferences in emerging markets.
Key results:

• Conduct interviews with 100 customers in two regions.
• Pilot a product line based on local tastes.
• Run a test campaign to evaluate sales potential.

4. Top-down OKRs

Top-down OKRs originate at the leadership level, providing a clear direction for teams across the organization. These objectives help align quarterly objectives and drive progress toward company-wide goals.

Example objective: Expand global market share.
Key results:

• Enter five new countries by year-end.
• Launch a global advertising campaign in Q3.
• Boost international revenue by 15%.

5. Bottom-up OKRs

Bottom-up OKRs empower teams or individuals to create goals that connect to broader company objectives. This collaborative approach helps relevant teams contribute meaningfully to the common goal.

Example objective: Improve the onboarding experience for new employees.
Key results:

• Cut onboarding time from 20 days to 15 days.
• Raise satisfaction scores to 90%.
• Launch a self-service onboarding portal by Q3.

6. Personal OKRs

Personal OKRs focus on individual goals that contribute to team and company outcomes. They encourage skill development and personal accountability.

Example objective: Strengthen leadership skills.
Key results:

• Complete two leadership training courses by quarter-end.
• Mentor three junior colleagues.
• Earn a 90% positive leadership review score.

Benefits of OKRs

OKRs provide a structured way to achieve measurable results across all company levels. Their focus on stretch goals and alignment with quarterly objectives makes them a valuable framework for driving performance reviews, tracking progress, and achieving business outcomes.

Focus

OKRs limit objectives to a manageable number, helping teams concentrate on priorities within a given period of time.

Example:
A company improving customer satisfaction might focus on achieving an NPS of 60+ and reducing response times to under five minutes.

Alignment

OKRs link goals across the entire company, aligning individual goals, team OKRs, and company OKRs with the broader company strategy.

Example:
For a global expansion:

• Marketing focuses on international campaigns.
• Sales drives deals in new regions.
• Product teams localize the platform for new markets.

Commitment

OKRs assign ownership to relevant teams or individuals, creating accountability through regular check-ins and reviews.

Example:
A team launching a new product might track key results like meeting a 90% on-time delivery rate and collecting 10 customer testimonials post-launch.

Tracking

OKRs use clear metrics and defined time frames to monitor progress, helping teams make adjustments as needed.

Example:
A sustainability goal could include tracking metrics like reducing carbon emissions by 30% and achieving zero waste in offices by year-end.

Stretch goals

OKRs encourage teams to pursue audacious goals that inspire new strategies and innovation.

Example:
A technology company might aim for a 50% market share in five years, motivating teams to pursue creative solutions and bold initiatives.

Why are OKRs important for your business?

OKRs help organizations turn a company strategy into an actionable plan that aligns with business outcomes. They connect team leaders, key stakeholders, and individual contributors to a shared goal, creating a structured approach to tracking progress and achieving results.

Tools like monday work management simplify the process, helping teams create quarterly objectives, manage team OKRs, and conduct regular check-ins—all while keeping the entire company aligned and focused on measurable outcomes.

Get started

How to write OKRs

Creating OKRs requires thoughtful planning and collaboration. A well-defined OKR includes clear goals and measurable outcomes that guide progress week after week. Use this step-by-step guide to create impactful OKRs that align with actionable long-term projects and the company’s strategy.

Step 1. Start with objectives

Define what you aim to accomplish during the set period of time. Objectives should inspire progress and align with the broader planning process. They need to be clear, specific, and relevant to the team or company strategy. Avoid vague objectives that lack focus or fail to motivate.

Tips for writing objectives:

• Use action-oriented language like “Increase” or “Reduce.”
• Keep objectives concise and tied to a common goal.
• Ensure objectives connect directly to team or company priorities.

Example objective: Expand global market presence.

Step 2: Add key results

Key results translate the objective into measurable progress. They should be specific, time-bound, and designed to track week-to-week achievements. Break down ambitious goals into smaller, trackable milestones that fit the overall action plan.

Tips for writing key results:

• Follow SMART criteria: Specific, Measurable, Achievable, Relevant, and Time-bound.
• Limit key results to 3–5 per objective to focus on priorities.
• Balance challenge and feasibility to hit the sweet spot for progress.

Example key results for “Expand global market presence”:

• Launch in three new markets by the 2nd week of Q3.
• Increase international revenue by 25%.
• Secure 10 new partnerships in Europe over the upcoming week.

Key results checklist:

• Is the result measurable?
• Does it include a defined timeline?
• Does the result directly support the objective?

Step 3: Review and refine

Share drafted OKRs with relevant teams or key stakeholders to align them with the broader planning process. Reviews ensure goals are realistic and tied to actionable long-term projects. Collaborative discussions during reviews often reveal areas for adjustment and improvement.

Key considerations during review:

• Are the objectives ambitious but achievable within the time frame?
• Are the key results realistic yet challenging enough to inspire progress?
• Do the OKRs connect with broader company or team goals?

Tools like monday work management simplify the review process, allowing teams to centralize feedback and refine objectives efficiently.

Step 4: Score and iterate

Regular check-ins are vital for evaluating OKR progress week after week. A scoring system provides insight into how well teams are meeting their goals and highlights areas for improvement. Scores typically range from 0.0 to 1.0:

• 0.0–0.3: Minimal progress.
• 0.4–0.6: Partial progress.
• 0.7–1.0: Significant progress or completion.

How scoring works:

• Assign a score to each key result based on the progress made.
• Calculate the average score for the entire objective project.
• Use these scores to adjust strategies and prepare for the next cycle.

Example scoring:
Objective: Expand global market presence.

• KR1: Launch in three new markets by Q3. Score: 0.7
• KR2: Increase international revenue by 25%. Score: 0.5
• KR3: Secure 10 new partnerships in Europe. Score: 0.8
  Average Score for Objective: 0.67 (partial progress).

Reflect on each cycle to identify what worked, what didn’t, and what adjustments are needed for future OKRs.

Step 5: Connect OKRs to daily workflows

Integrate OKRs into the planning process and daily workflows to maintain consistent progress. Align individual tasks, team goals, and company objectives through real-time tracking tools.

Steps to connect OKRs with workflows:

• Use dashboards in platforms like monday work management to visualize progress week after week.
• Break down key results into daily tasks and assign them to team members.
• Align team meetings with weekly progress reviews to identify challenges and adjust plans.
• Incorporate workflow integrations with tools like Slack or Microsoft Teams to connect updates directly to the planning process.

When OKRs are tied to daily operations, teams can effectively work toward actionable long-term projects and stay aligned with the company’s strategy. Progress becomes part of the routine, driving results every week.

Examples of OKRs

Here’s a variety of OKR examples across different departments to help you get started and create clear, measurable goals tailored to your team’s needs:

Sales OKRs

Marketing OKRs

HR OKRs

Product OKRs

Admin OKRs

Design OKRs

Customer service OKRs

How to avoid common OKR mistakes

While setting OKRs can help drive success, there are common pitfalls to watch for:

• Setting unrealistic objectives: Goals should challenge teams but still remain achievable. Overly ambitious objectives can lead to frustration and missed targets.
• Focusing solely on top-down objectives: Balance goals from leadership with bottom-up OKRs. Allow teams to propose objectives that align with their expertise and daily operations.
• Providing insufficient resources: Teams need the right time, tools, and personnel to achieve their goals. Without adequate support, even well-crafted OKRs may fall short.
• Writing vague OKRs: Objectives and key results should be clear, measurable, and actionable. Specificity helps teams focus on precise outcomes rather than broad intentions.
• Neglecting progress tracking: Regularly monitor progress using tools or meetings to discuss updates. Ignoring tracking can lead to roadblocks going unnoticed.
• Confusing OKRs with daily tasks: OKRs should reflect higher-level outcomes, while daily tasks act as steps to achieve those results. Keep the distinction clear.
• Focusing only on aspirational or operational goals: A mix of ambitious goals and practical objectives encourages innovation while addressing immediate priorities.
• Creating too many or too few objectives: Stick to 3–5 objectives per quarter to maintain focus and ensure teams aren’t overwhelmed or underutilized.

Get started

How monday work management simplifies the OKR process

monday work management makes the OKR process simple and highly collaborative, providing tools to define, track, and achieve goals with confidence. Here’s how the platform supports OKR management:

• Customizable templates: Start with ready-made templates that can be adjusted to fit your organization’s unique needs. These templates provide a clear structure for defining and organizing OKRs across teams.

• Visual dashboards for progress tracking: Monitor objectives and key results through real-time dashboards, timelines, and Gantt charts. These visual tools make it easy to stay updated and shift priorities when necessary.

• Collaboration features: Assign ownership for key results and break them into actionable tasks. Shared workdocs, task assignments, and integrated communication tools help keep everyone aligned.
• Task automation: Save time by automating repetitive updates, reminders, or notifications. This allows teams to focus on their goals rather than manual tracking.

• In-depth reporting and analysis: Use reporting tools to evaluate performance, adjust strategies, and identify patterns that inform better decision-making for future OKRs.

monday work management’s integrations with platforms like Slack and Microsoft Teams help bring OKRs into your daily operations. The design makes it easy for teams to adopt OKRs without unnecessary complexity. It balances functionality and ease of use, making it a great choice for organizations aiming to align goals with actionable progress.

OKR training

Training your team on how to create and manage OKRs helps build confidence and alignment across the organization. Here are some recommended training options:

• Measure What Matters by John Doerr: This training, based on the book, dives into OKR strategies with real-world examples from companies like Google and Intel. It’s great for leaders looking to adopt OKRs at scale. for leadership teams looking to drive alignment and focus across their organization.
• LinkedIn Learning: Goal Setting: Objectives and Key Results: A beginner-friendly course that explains the fundamentals of crafting effective OKRs, aligning team goals, and monitoring progress. Its short video lessons are ideal for busy schedules.
• Coursera: OKR Certification: Leadership and Goal Setting: A comprehensive course led by industry experts, covering everything from writing OKRs to integrating them into organizational strategies. Hands-on exercises help participants practice these concepts.

Drive focus and alignment with OKRs

OKRs go beyond goal-setting—they help teams focus, align efforts, and achieve measurable outcomes. Clear objectives paired with specific key results enable organizations to break ambitious goals into manageable steps, driving progress across all levels.

OKRs help teams prioritize what matters, align with company priorities, and deliver meaningful results. They support innovation while keeping everyone focused on shared goals, whether addressing short-term goals or working toward long-term aspirations.

Tools like monday work management make it easier to manage OKRs. Pre-built templates, real-time dashboards, and integrations allow teams to stay organized and track progress. With OKRs and the right tools, businesses can build accountability and improve performance for lasting success.