OKR template: objectives and key results with real examples
A free OKR template: one objective, three key results with a start and target number, and the work that will move them. Copy it, see examples, or write yours with the generator.
One objective. Three key results, each with a starting number and a target. Then the work that will move them.
The template
OBJECTIVE[What you want to change, in plain words. No number here.]KEY RESULTS (by [end of quarter])1. [Metric] from [start] to [target]2. [Metric] from [start] to [target]3. [Metric] from [start] to [target]WORK THAT MOVES THEM- [Project or task] → KR [number]- [Project or task] → KR [number]OWNER: [one name] CHECK-IN: [every week on day]
A filled example
OBJECTIVENew customers get value in their first week.KEY RESULTS (by September 30)1. Customers who finish setup in week one from 41% to 60%2. Median time to first report from 6 days to 2 days3. Setup-related support tickets from 120 a month to 60WORK THAT MOVES THEM- Rewrite the onboarding emails → KR 1- New setup checklist inside the app → KR 1, KR 2- Fix the import bug → KR 3OWNER: Dana CHECK-IN: every Monday
Write yours
Describe what your team wants to change and any numbers you know. Get a draft OKR, then edit it.
Common OKR mistakes
- Key results that are tasks. "Launch the new emails" is a task. "Setup completion from 41% to 60%" is a result.
- Too many. One to three objectives per team. Three key results each.
- No starting number. Measure first, then set the target.
- Set and forget. Check in every week. Score at the end of the quarter.
Where M-Tracker fits
M-Tracker links each task to a key result and shows how much of the team's time goes to work that moves it. If most hours go elsewhere, you see it in week two, not at the end of the quarter. No screenshots and no activity tracking.
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Questions people ask
How is an OKR different from a KPI?
A KPI is a number you watch all the time. An OKR is a goal to change something this quarter. A key result often moves a KPI.
What score is good?
Many teams aim for 70% of a stretch target. If you hit 100% every time, the targets are too easy.
Work you can trust, without redoing it.
Your team gets feedback before work reaches you, or your client.
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