OKRs (Objectives & Key Results)

Use it when you need to align teams on ambitious, measurable goals and drive impact fast.

What is it?

OKRs (Objectives & Key Results) is a collaborative goal-setting framework pioneered by Intel's Andy Grove and later adopted by teams at Google, LinkedIn, and Spotify.

It breaks high-level ambitions into a clear Objective, a qualitative, inspirational statement of what you want to achieve, and 3–5 Key Results, specific, measurable outcomes that prove you hit the mark. By combining stretch goals with quantifiable metrics, OKRs replace vague to-dos with razor-sharp focus on outcomes over outputs. This framework solves the problem of misaligned priorities, fuzzy success definitions, and stalled execution by keeping every team member accountable for transparent, time-bound targets.

Whether you're scaling a startup or driving enterprise transformation, OKRs help you link daily work to your north star, track progress in real time, and iterate on strategy each quarter.

Why it matters?

By forcing you to define ambitious Objectives and tie them to hard metrics, OKRs sharpen focus, boost transparency, and create accountability at every level. That clarity accelerates decision-making, prevents scope creep, and surfaces performance gaps early, so you iterate faster, seize growth opportunities, and align your entire organization on what truly moves the needle.

How it works

Growth co-pilot turns your toughest product questions into clear, data-backed recommendations you can act on immediately.

Set aspirational Objectives

Craft one to three Objectives per team that inspire and align with company vision. Keep them qualitative, bold, and time-bound, e.g., “Dominate the mid-market segment in Q3.”

Define measurable Key Results

For each Objective, list 3–5 quantitative metrics that indicate success. Use numbers, percentages, or deadlines, e.g., “Increase mid-market MRR by $50K” or “Onboard 30 new customers.”

Align and cascade across teams

Share OKRs openly so each department links its Objectives to the company's top priorities. Cascade company OKRs into team and individual OKRs, ensuring no one works in a silo.

Track progress regularly

Use a simple tracking tool or dashboard to update Key Results weekly. Highlight blockers, celebrate wins, and adjust tactics in sprint reviews.

Review and reset each cycle

At quarter's end, score each Key Result on a 0.0–1.0 scale. Analyze gaps, surface learnings, and set the next cycle's OKRs based on real data.

Frequently asked questions

Growth co-pilot turns your toughest product questions into clear, data-backed recommendations you can act on immediately.

How many Objectives and Key Results should I set per quarter?

Aim for 1–3 Objectives with 3–5 Key Results each. Too many dilute focus; too few leave gaps. Keep it manageable so you can track rigorously and hit your stretch targets.

How many Objectives and Key Results should I set per quarter?

Aim for 1–3 Objectives with 3–5 Key Results each. Too many dilute focus; too few leave gaps. Keep it manageable so you can track rigorously and hit your stretch targets.

What's the difference between OKRs and KPIs?

KPIs are ongoing metrics you monitor, like churn rate. OKRs are time-boxed goals with ambitious targets. Use KPIs to inform your Key Results, but OKRs drive strategic leaps.

What's the difference between OKRs and KPIs?

KPIs are ongoing metrics you monitor, like churn rate. OKRs are time-boxed goals with ambitious targets. Use KPIs to inform your Key Results, but OKRs drive strategic leaps.

How often should I review OKRs?

Update and discuss progress weekly in your stand-up and do a formal check-in mid-quarter. This cadence keeps everyone honest, surfaces roadblocks early, and lets you pivot fast if you're off track.

How often should I review OKRs?

Update and discuss progress weekly in your stand-up and do a formal check-in mid-quarter. This cadence keeps everyone honest, surfaces roadblocks early, and lets you pivot fast if you're off track.

What makes a Key Result ‘good'?

A strong Key Result is numeric, time-bound, and verifiable without ambiguity. It answers “Did we move the needle?” Avoid vanity metrics; pick outcomes that tie directly to your Objective.

What makes a Key Result ‘good'?

A strong Key Result is numeric, time-bound, and verifiable without ambiguity. It answers “Did we move the needle?” Avoid vanity metrics; pick outcomes that tie directly to your Objective.

How do I balance ambitious goals with realistic expectations?

Set stretch Objectives that score around 0.6–0.7 at quarter's end. If you hit 1.0 every time, you're under-stretching. Use past performance data to calibrate targets, then push a bit harder.

How do I balance ambitious goals with realistic expectations?

Set stretch Objectives that score around 0.6–0.7 at quarter's end. If you hit 1.0 every time, you're under-stretching. Use past performance data to calibrate targets, then push a bit harder.

You've nailed your OKRs and tracked progress every sprint. Now run a CrackGrowth diagnostic on your top Key Result to uncover hidden UX or conversion blockers before you push your next release.

Get started for free