How to write an effective OKR: examples and tips

What is an OKR?

• Objective: A clear, ambitious goal that defines what you want to achieve. For example, 'Become the go-to resource for customer success in our industry.'
  
  
• Key Results: Measurable outcomes that track your progress towards a specific Objective. For example, 'Increase the number of monthly website visitors by 30%.' There are usually multiple Key Results working towards each Objective.

How do OKRs compare to other goal-setting frameworks?

• OKRs vs SMART goals: SMART goals focus on setting specific, measurable, achievable, relevant, and time-bound goals, which are realistic but not necessarily aspirational. On the other hand, OKRs are bigger goals that encourage teams to achieve beyond expectations.
  
  
• OKRs vs KPIs (Key Performance Indicators): While KPIs measure performance metrics in specific areas, OKRs focus on achieving broader outcomes. OKRs can also incorporate KPIs into their Key Results, but they go further as they connect particular metrics to larger objectives.

Why use OKRs?

• Align teams: OKRs ensure that each department or team is working toward Objectives that support the company’s mission and aims. When teams across the organisation use OKRs, it becomes easier to keep everyone on the same page, helping them work toward common goals.
  
  
• Focus on outcomes, not tasks: Unlike to-do lists or task-based goals, OKRs emphasise measurable outcomes. This outcome-focused approach helps teams concentrate on the end result rather than just completing tasks, leading to more impactful work.
  
  
• Encourage ambitious goals: OKRs encourage setting stretch goals, which push teams to aim high and unlock their potential. The Key Results tied to each Objective are ambitious but measurable, so even partial progress indicates a meaningful achievement.

How to write an effective OKR

1. Identify a meaningful Objective

• Inspiring: It should motivate and energise the team.
• Clear: It should be easy to understand without needing any extra explanation.
• Time-bound: It should be tied to a specific period of time, for example a quarter or year.
• Aligned: It should support the broader goals of the organisation.
  
  

2. Break down your Objective into Key Results

• Specific and quantifiable: Key Results should have a clear metric or number associated with them.
• Achievable, but challenging: They should push the team, but still be realistic.
• Time-bound: Set a deadline for each Key Result. They should be in-line with the Objective’s time frame.
  
  

3. Keep OKRs simple and focused

4. Review and adjust regularly

Examples of great OKRs per team

Marketing

• Key Result 1: Grow social media followers by 30%.
• Key Result 2: Generate 500 new leads from eBook downloads.
• Key Result 3: Publish at least 2 guest articles per month on industry websites.

Product Development Team

• Key Result 1: Roll out a new feature by end of Q1.
• Key Result 2: Achieve a user satisfaction score of 90% or higher on the feature.
• Key Result 3: Increase active users by 25% after the feature launch.
  

Human Resources Team

• Key Result 1: Increase employee satisfaction score from 75% to 85%.
• Key Result 2: Reduce employee turnover by 10%.
• Key Result 3: Implement a new employee wellness program with 80% team participation.

Use Confluence? Grab our OKR template