In this guide, we\u2019ll examine what OKRs<\/span> are, how they work, and why they\u2019re vital for businesses. Then we\u2019ll show you how to set OKRs for various departments and teams, including real-life examples. Plus, we\u2019ve even got an OKR template to get you up and running.<\/p>\r\n\r\n\r\n\r\n Get started<\/a><\/strong><\/p>\r\n\r\n\r\n\r\n OKRs are a framework for setting business goals, developed by Andy Grove<\/span><\/a> for Intel back in the 1960s. The acronym stands for objectives and key results<\/b>, which might give you an idea of how the framework plays out.<\/p>\r\n\r\n\r\n\r\n\r\n\r\n OKRs help companies to:<\/p>\r\n\r\n\r\n\r\n It\u2019s also important to clarify what the OKR framework does not do:<\/p>\r\n\r\n\r\n\r\n The OKR methodology is not designed to help your company determine your overall vision for the business, your fit in the marketplace, or the long-term direction of business development.<\/strong><\/p>\r\n<\/blockquote>\r\n\r\n\r\n\r\n Rather, the organizational OKR process assumes you already understand<\/em> these elements and helps you take that high-level vision for company progress and build out realistic, tangible organizational goals.<\/p>\r\n\r\n\r\n\r\n OKRs consist of two components \u2014 the objective<\/strong>\u00a0and the key result <\/strong>or results<\/strong>.<\/p>\r\n\r\n\r\n\r\n The objective<\/b> is the goal you\u2019re looking to achieve. It\u2019s not a numerical or quantifiable goal \u2014 at least initially \u2014 but tends to be a high-level aspiration that begins with a verb, such as:<\/p>\r\n\r\n\r\n\r\n The key result<\/b> aspect of a team OKR is where you get into the details, breaking down that big hairy objective into more tangible, realistic, measurable results. For example, if your objective<\/b> is to \u201cIncrease sales volume\u201d, then key result<\/b> examples might be:<\/p>\r\n\r\n\r\n\r\n\r\n\r\n OKRs can help you achieve your business goals. Having goals is one thing, but having a system or framework in place to execute and measure those goals is the key differentiator.<\/p>\r\n In the words of Larry Page<\/span><\/a>, co-founder at Google:<\/p>\r\n OKRs have helped lead us to 10X growth, many times over. [ \u2026 ] They\u2019ve kept me and the rest of the company on time and on track when it mattered the most.<\/i><\/b><\/p>\r\n<\/blockquote>\r\n Setting OKRs helps you:<\/p>\r\n <\/p>\r\n Makes sense in theory, right? But how do you actually create a good OKR?<\/p>\r\n Good OKRs consist of goals and intents with time-bound and measurable milestones. With both components in place, you\u2019re good to go.<\/p>\r\n For example, Google has an OKR to improve sustainability<\/span><\/a>:<\/p>\r\n While setting good OKRs is vital for your business, there are some pitfalls to avoid:<\/p>\r\n Still not quite sure how to go about setting an OKR goal? Let\u2019s explore a few example OKRs to give you some clarity on how this process plays out for each business department.<\/p>\r\n Get started<\/a><\/strong><\/p>\r\n\r\n\r\n\r\n\r\n\r\n Typically, when you\u2019re setting company OKRs, you\u2019re not really setting OKRs at all.<\/p>\r\n\r\n\r\n\r\n Instead, you\u2019ll set the company objective \u2014 or objectives \u2014 which will then filter down into individual OKRs for each different department.<\/p>\r\n Let\u2019s look at three examples of how you can further refine a company goal into objectives for different teams in your organization.<\/p>\r\n\r\n\r\n\r\n Objective 1: Increase revenue<\/b><\/p>\r\n Objective 2: Increase market share<\/b><\/p>\r\n Objective 3: Reduce operating costs<\/b><\/p>\r\n Now, let\u2019s investigate how we can turn each of these team objectives into an actionable OKR example.<\/p>\r\n\r\n Get started<\/a><\/strong><\/p>\r\n\r\n Sales team objective 1: Lift monthly sales revenue<\/b><\/p>\r\n Sales team objective 2: Increase average deal size<\/b><\/p>\r\n Sales team objective 3: Speed up deal velocity<\/b><\/p>\r\n Marketing team objective 1: Improve brand awareness<\/b><\/p>\r\n Marketing team objective 2: Reduce the cost of marketing spend<\/b><\/p>\r\n Marketing team objective 3: Uplift the number of new leads generated<\/b><\/p>\r\n HR objective 1: Reduce labor costs via company restructuring<\/b><\/p>\r\n HR objective 2: Improve employee engagement<\/b><\/p>\r\n HR objective 3: Reduce employee turnover<\/b><\/p>\r\n Get started<\/a><\/strong><\/p>\r\n\r\n Product team objective 1: Improve access to advanced features to further embed our product in customer workflows<\/b><\/p>\r\n Product team objective 2: Improve user experience by implementing competitor features<\/b><\/p>\r\n Product team objective 3: Increase the speed of product bug resolution<\/b><\/p>\r\n Admin team objective 1: Improve supplier payment process to reduce late payment fees<\/b><\/p>\r\n Admin team objective 2: Ensure the office is a desirable place to work<\/b><\/p>\r\n Admin team objective 3: Improve company documentation management<\/b><\/p>\r\n <\/p>\r\n Design team<\/b><\/span> objective 1: Show that our design company is a desirable place for new employees to work<\/b><\/p>\r\n Design team objective 2: Launch a new landing page to drive conversions<\/b><\/p>\r\n Design team objective 3: Improve visual aspects of our content marketing initiatives<\/b>\u00a0\u00a0<\/p>\r\n Customer service team objective 1: Improve customer retention<\/b><\/p>\r\n Customer service team objective 2: Lift customer satisfaction<\/b><\/p>\r\n Customer service team objective 3: Improve support ticket resolution speed<\/b><\/p>\r\n Get started<\/a><\/strong><\/p>\r\n\r\n So, you\u2019ve got a good grasp on how to create OKRs for each department in your business, and you\u2019ve got a few good OKR examples under your belt to get started with.<\/p>\r\n\r\n\r\n\r\n The question is, where to next? Once you\u2019ve written out those OKRs, what do you do with them? And, most importantly, how do you track progress towards achieving the key results you\u2019ve identified?<\/p>\r\n\r\n\r\n\r\n To give yourself the best chance of building, tracking, sharing, and meeting your OKRs, use a work management system.<\/span><\/a><\/strong><\/p>\r\n\r\n\r\n\r\n From setting goals to navigating projects objectives, monday work management<\/span><\/a> offers an organized and collaborative way of working with timelines, dashboards, workdocs, and more.<\/p>\r\n You can establish your company and team-level goals and objectives based on business priorities and needs, and design your unique OKR tracking board around your workflows.\u00a0<\/p>\r\n Let\u2019s take a look at how high-performing teams manage, track, and achieve their objectives and key results using our pre-built OKR template<\/span><\/a>.<\/p>\r\n\r\n\r\n\r\n\r\n\r\n Inside, you\u2019ll see three different groups, one for each of the company\u2019s objectives:<\/p>\r\n\r\n\r\n\r\n\r\n\r\n Each of these objectives has three measurable key results, which you can track using the following column types:<\/p>\r\n In short, monday work management brings transparency, ownership, and organization to your OKRs. With our drag-and-drop functionality, it\u2019s easy to shift things around if your goals change, and our advanced reporting helps you keep an eye on progress.<\/p>\r\n Get started<\/a><\/strong><\/p>\r\n More monday Work Management use-cases:<\/p>\r\n Here are three frequently asked questions about setting OKRs.<\/p>\r\n The acronym \u201cOKR\u201d stands for Objectives and Key Results<\/b>.<\/p>\r\n It\u2019s a goal-setting methodology that can help teams and individuals set challenging goals with measurable results. You define what you want to achieve and what milestones you\u2019ll need to meet to accomplish it. OKRs help you track progress, create alignment, and encourage engagement around measurable goals in your organization.<\/p>\r\n At the end of each milestone, you grade or score an OKR based on whether the KR was met. You can use a basic \u201cyes\/no\u201d assessment, a number score, or a \u201ctraffic light system\u201d.<\/p>\r\n Typically, you grade OKRs on a scale from 0.0 to 1.0, where 1.0 means complete, like this:<\/p>\r\n [Image Source<\/a>]<\/em><\/p>\r\n You can set any number of OKRs, but typically 2-3 objectives, each with 3-5 corresponding key results, work well.<\/p>\r\n For larger organizations, you may have multiple levels of OKRs that cascade down to each department, team, and individual \u2014 as per the examples above. But for smaller organizations, you may only have one set for everyone to share.<\/p>\r\n\r\n\r\n\r\n Remember, the OKR framework is not designed to help you understand what your company\u2019s overarching vision should be.<\/p>\r\n Instead, you should use OKRs to take that high-level vision, translate it into team-specific objectives, and then dig down even further, creating specific, measurable key results that move the needle of the larger objective.<\/p>\r\n Ready to get started creating and tracking team OKRs? Why not check out our OKR template<\/span><\/a> \u2014 no need to google OKR examples \u2014 it\u2019s ready and waiting for you!\u00a0<\/p>\r\n <\/p>\r\n","protected":false},"excerpt":{"rendered":" Organizations need a robust methodology for setting and monitoring goals. There are plenty of frameworks to choose from, including KPIs, OKRs, and SMART goals. So, how do you choose?\u00a0 In this guide, we\u2019ll examine what OKRs are, how they work, and why they\u2019re vital for businesses. Then we\u2019ll show you …<\/p>\n","protected":false},"author":263,"featured_media":150135,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"pages\/cornerstone-primary.php","format":"standard","meta":{"_acf_changed":false,"_yoast_wpseo_title":"What Are OKRs + Examples %%page%% %%sep%% %%sitename%%","_yoast_wpseo_metadesc":"Learn how to set and achieve goals with OKRs. Explore examples, tips, and strategies to align teams and track progress toward organizational success.","monday_item_id":18041513847,"monday_board_id":0,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[13904],"tags":[],"class_list":["post-66981","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-project-management"],"acf":{"lobby_image":false,"post_thumbnail_title":"","hide_post_info":false,"hide_bottom_cta":false,"hide_from_blog":false,"cluster":"","banner_url":"https:\/\/auth.monday.com\/users\/sign_up_new#soft_signup_from_step","main_text_banner":"Get your customizable OKR template","sub_title_banner":"Try monday work management","sub_title_banner_second":"","banner_button_text":"Get started","below_banner_line":"","display_dates":"updated","post_date":"20241205","custom_schema_code":"","use_customized_cta":false,"display_subscribe_widget":false,"landing_page_layout":false,"featured_image_link":"","cta_button":{"title":"Sign up for high quality content","url":"https:\/\/forms.monday.com\/forms\/3ce1811bf93765f24eaf8a119ac6436f?r=use1","target":""},"activate_cta_banner":false,"cta_banner_text":" Don\u2019t miss <\/strong> more quality content!<\/p>\n","sidebar_color_banner":"","custom_tags":false,"faqs":[{"faq_title":"FAQs","faq_shortcode":"okrs","faq":[{"question":"What does OKR stand for?","answer":" OKR stands for Objectives and Key Results. This goal-setting process helps teams and organizations set clear objectives, measure outcomes, and track progress toward meaningful results. It fosters goal alignment across teams and supports both personal goals and company-wide OKRs.<\/p>\n"},{"question":"How do you grade OKRs?","answer":" OKRs are graded on a scale from 0.0 to 1.0. A score of 0.3 indicates limited progress, while a score of 0.7 or higher represents significant achievements. This grading system provides insight into organizational performance, helping teams refine quarterly goals and improve alignment with organizational objectives.<\/p>\n"},{"question":"How many OKRs should I set?","answer":" Most teams find success with 2\u20133 objectives per quarter, each tied to 3\u20135 key results. Keeping OKRs manageable supports proper alignment with broader company priorities and ensures teams stay focused on what matters most.<\/p>\n"},{"question":"What are the 5 elements of OKRs?","answer":" The five elements of OKRs are focus, alignment, commitment, tracking, and stretching. These principles help create clear, measurable goals that inspire teams to achieve impactful outcomes.<\/p>\n"},{"question":"How do I choose a good OKR?","answer":" A strong OKR connects directly to the organization\u2019s strategy, includes measurable and time-bound key results, and balances realism with challenge. Whether it\u2019s a lofty goal or an incremental objective, the focus should always remain on driving impactful progress.<\/p>\n"},{"question":"What are some common misconceptions about OKRs?","answer":" One misconception is that OKRs are only suitable for large organizations. In reality, they work for teams of all sizes. Another is that achieving a perfect 1.0 score is essential. However, a score of 0.7 often reflects meaningful progress and highlights areas for improvement in future cycles.<\/p>\n"},{"question":"Can OKRs support personal and company-wide goals?","answer":" Yes, OKRs work across all levels, from personal goals to company-wide OKRs. This flexibility allows teams and individuals to contribute to organizational objectives while focusing on their specific responsibilities. Proper alignment between personal and organizational goals ensures a cohesive effort toward achieving business outcomes.<\/p>\n"},{"question":"How can OKRs improve organizational performance during a company trial?","answer":" During a company trial or pilot phase, OKRs offer a structured way to test the framework\u2019s effectiveness. Start with quarterly goals focused on a single department or team, then scale based on the trial\u2019s outcomes. Tracking progress during the trial allows for adjustments and refinement before rolling out OKRs across the entire organization.<\/p>\n"}]}],"hide_time_to_read":false,"disclaimer":"","cornerstone_hero_cta_override":{"label":"","url":""},"sections":[{"acf_fc_layout":"content_1","blocks":[{"main_heading":"","content_block":[{"acf_fc_layout":"text","content":" Achieving meaningful goals takes more than intent\u2014it 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.<\/p>\n 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\u2019re essential for aligning quarterly objectives with long-term strategies. You\u2019ll also find examples of company OKRs, team OKRs, and individual goals to guide your process.<\/p>\n Get started<\/a><\/p>\n"}]},{"main_heading":"What are objectives and key results (OKRs)?","content_block":[{"acf_fc_layout":"text","content":" Objectives and key results (OKRs) help organizations set goals<\/span><\/a> and measure progress. Introduced by Intel CEO Andy Grove<\/a> 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.<\/p>\n 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?<\/p>\n Examples of objectives:<\/b><\/b><\/p>\n 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.<\/p>\n Examples of key results:<\/b><\/b><\/p>\nWhat are OKRs?<\/h2>\r\n\r\n\r\n\r\n
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<\/figure>\r\n\r\n\r\n\r\n\r\n\r\nHow do OKRs work?<\/h3>\r\n\r\n\r\n\r\n
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Why is setting OKRs vital for your business?<\/h2>\r\n
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<\/p>\r\nWhat are good OKRs?<\/h2>\r\n
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How to avoid common OKR mistakes<\/h2>\r\n
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Setting Company OKR examples<\/h2>\r\n\r\n\r\n\r\n
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Setting Sales OKR examples<\/h2>\r\n\r\n\r\n\r\n
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Setting Marketing OKR examples<\/h2>\r\n\r\n\r\n\r\n
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Setting HR OKR examples<\/h2>\r\n
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Setting Product Team OKR examples<\/h2>\r\n
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Setting Admin OKR examples<\/h2>\r\n
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Setting Design OKR examples<\/h2>\r\n
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Setting Customer Service OKR examples<\/h2>\r\n\r\n\r\n\r\n
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How monday work management helps with setting OKRs<\/h2>\r\n\r\n\r\n\r\n
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FAQs<\/h2>\r\n
What does OKR stand for?<\/h3>\r\n
How do you grade OKRs?<\/h3>\r\n
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![\"When](\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/05\/OKR-grading-scale-1024x235.jpg\")
<\/p>\r\nHow many OKRs should I set?<\/h3>\r\n
OKRs empower your team to incrementally achieve company goals<\/h2>\r\n\r\n\r\n\r\n
What are objectives?<\/b><\/b><\/h3>\n
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What are key results?<\/b><\/b><\/h3>\n