Objective
Become the default planning tool for mid-market leadership teams
- KR1Grow ARR from $2.4M to $4M
- KR2Increase logo retention from 88% to 94%
- KR3Ship 3 integrations requested by 20+ accounts
Free resource
OKR examples & free templates
21 Objectives and 63 Key Results across seven functions — company, sales, marketing, product, engineering, people and finance — plus copy-paste templates for planning, writing and scoring. Every example uses a baseline, a target and a date, so you can adapt the numbers to your own business and start today.
No email required. Free to copy, adapt and share.
How to use these examples
- Pick one Objective per team, not five. Focus is the point.
- Replace every number with your baseline and a target you'd be proud of.
- If a Key Result can be finished without anything changing for a customer, it's a task — rewrite it.
- Assign one owner per Key Result and check in weekly with a 0.0–1.0 confidence score.
New to the framework? Start with what an OKR is and how OKRs differ from KPIs.
Company-level OKRs
Set 3–5 company Objectives per year or quarter. Everything else should ladder up to these.
Objective
Build a business that runs without heroics
- KR1Reduce unplanned work from 40% to 15% of sprint capacity
- KR2Document and hand off 12 owner-dependent processes
- KR3Hit 95% on-time quarterly review completion across all departments
Objective
Reach profitability without slowing growth
- KR1Improve gross margin from 68% to 76%
- KR2Cut CAC payback from 19 to 12 months
- KR3Maintain net revenue retention above 110%
Sales OKRs
Sales OKRs should describe a change in how you sell — not restate the quota, which is already a KPI.
Objective
Make the pipeline predictable instead of heroic
- KR1Increase stage-2-to-close conversion from 18% to 27%
- KR2Grow qualified pipeline coverage from 2.1x to 3.5x
- KR3Reduce average sales cycle from 74 to 55 days
Objective
Move upmarket into $50k+ accounts
- KR1Close 8 deals above $50k ACV
- KR2Book 40 first meetings with companies over 500 employees
- KR3Launch a security review pack that clears 90% of enterprise diligence
Objective
Ramp new reps twice as fast
- KR1Cut time-to-first-close from 96 to 45 days
- KR2Get 100% of new reps certified on the demo by week 3
- KR3Raise new-rep attainment in quarter two from 52% to 80%
Marketing OKRs
Tie marketing OKRs to qualified demand and compounding assets, not vanity reach.
Objective
Turn organic search into our largest acquisition channel
- KR1Grow non-branded organic sessions from 4k to 18k per month
- KR2Rank in the top 5 for 12 priority keywords
- KR3Source 120 qualified signups from organic content
Objective
Make the product message land in 10 seconds
- KR1Lift homepage-to-signup conversion from 2.1% to 4%
- KR2Run 15 message tests with 5 win/loss interviews each month
- KR3Raise unaided message recall in user interviews from 30% to 70%
Objective
Build a category-defining content engine
- KR1Publish 24 in-depth guides
- KR2Earn 60 referring domains to resource pages
- KR3Grow newsletter subscribers from 900 to 5,000
Product OKRs
Great product OKRs describe outcomes for users. If your Key Result is 'ship feature X', it's a task, not a result.
Objective
Get new teams to value in their first session
- KR1Increase day-1 activation from 34% to 60%
- KR2Cut median time-to-first-objective from 22 to 6 minutes
- KR3Reduce onboarding drop-off at step 3 from 41% to 15%
Objective
Make weekly check-ins a habit, not a chore
- KR1Grow weekly active check-in rate from 38% to 70%
- KR2Reduce median check-in time from 9 to 3 minutes
- KR3Raise 8-week retention of check-in habit from 25% to 55%
Objective
Earn trust with enterprise buyers
- KR1Ship SSO, audit logs and role-based permissions
- KR2Close 5 enterprise pilots citing security as a driver
- KR3Reduce security-questionnaire turnaround from 12 to 3 days
Engineering OKRs
Engineering OKRs work best on reliability, speed and developer experience — measurable, user-visible outcomes.
Objective
Make the platform boringly reliable
- KR1Raise uptime from 99.5% to 99.95%
- KR2Cut P1 incidents from 9 to 2 per quarter
- KR3Reduce mean time to recovery from 96 to 20 minutes
Objective
Ship smaller, safer, more often
- KR1Increase deploy frequency from 3 to 25 per week
- KR2Reduce change failure rate from 18% to 5%
- KR3Cut median PR cycle time from 3.2 days to 8 hours
Objective
Make the app feel instant
- KR1Bring p75 page load from 3.4s to under 1.2s
- KR2Reduce API p95 latency from 850ms to 250ms
- KR3Cut client bundle size by 40%
HR & People OKRs
People OKRs should target the experience and capability of the team, measured by behaviour rather than sentiment alone.
Objective
Hire ahead of the roadmap without lowering the bar
- KR1Fill 14 roles with a 90-day quality-of-hire score above 4/5
- KR2Cut time-to-offer from 42 to 24 days
- KR3Keep offer acceptance above 85%
Objective
Make managers the strongest part of the company
- KR1100% of managers complete the coaching program
- KR2Raise manager-effectiveness score from 3.4 to 4.3
- KR3Achieve 95% completion of monthly 1:1s
Objective
Keep the people we most want to keep
- KR1Reduce regretted attrition from 14% to 6%
- KR2Raise eNPS from 21 to 45
- KR3Publish career ladders for every function
Finance & Operations OKRs
Finance OKRs are about visibility and control — how fast you know the truth and how well you act on it.
Objective
Close the books fast enough to steer with them
- KR1Cut monthly close from 14 to 5 business days
- KR2Reduce forecast variance from 18% to 5%
- KR3Deliver a board-ready dashboard by day 7 each month
Objective
Extend runway without cutting muscle
- KR1Reduce burn multiple from 2.1 to 1.2
- KR2Renegotiate the top 15 vendor contracts for 20% savings
- KR3Increase cash runway from 14 to 24 months
Objective
Make spend decisions in days, not weeks
- KR1Reduce purchase-approval cycle from 9 to 2 days
- KR2Get 95% of spend onto approved procurement paths
- KR3Cut invoice exceptions from 12% to 3%
Download the full pack
Every example and template on this page, packaged for offline use and for your own planning session. No email, no signup.
OKR Examples & Templates (PDF)
9-page workbook: 63 key results by department, the three templates, and the rules for writing and scoring them. Print-ready.
PDF · 57 KB
OKR tracker (CSV)
All 63 key results as rows, with blank Owner, Baseline, Target, Due date and Confidence columns. Opens in Excel, Sheets or Numbers.
CSV · 7 KB
Free OKR templates
Copy these into a doc, a spreadsheet, or straight into Ordo AI. They cover the three moments that matter: writing the OKR, planning the quarter, and running the weekly check-in.
The basic OKR template
Objective: [Ambitious, qualitative goal — what does success feel like?] KR1: Increase [metric] from [baseline] to [target] by [date] KR2: Reduce [metric] from [baseline] to [target] by [date] KR3: Achieve [milestone with a measurable threshold] by [date] Owner: [Single accountable person] Cadence: Weekly check-in, confidence 0.0–1.0
The quarterly planning template
1. Review last quarter: score every KR 0.0–1.0, write one lesson each 2. Restate the annual Objectives (no edits unless strategy changed) 3. Draft 3–5 quarterly Objectives that move the annual ones 4. For each, write 3 Key Results with baseline → target → date 5. Assign one owner per Objective and one per Key Result 6. Cut anything that isn't in the top 5. Park it in the backlog 7. Publish to the whole company on day 1 of the quarter
The weekly check-in template
Key Result: [name] Current value: [number] | Target: [number] | Confidence: [0.0–1.0] What moved this week: What's blocking: What I'll do next week: Ask from the team:
Before you copy anything: 4 traps
1. Copying the numbers, not the shape
The value of an example is the structure — baseline, target, date, owner. Your 60% activation target is meaningless if your baseline is 8%.
2. Turning the roadmap into Key Results
A list of features with due dates is a plan, not an OKR set. Ask what the feature is supposed to change, and measure that instead.
3. Writing OKRs for every team at once
Start with company OKRs plus two teams. Prove the rhythm works for one quarter before rolling it out everywhere.
4. Skipping the weekly check-in
OKRs decay without a cadence. A ten-minute weekly confidence update is what separates a living system from a January document.
Frequently asked questions
What is a good OKR example?+
A good OKR pairs a qualitative Objective with measurable Key Results that include a baseline, a target and a date. For example: Objective — 'Get new teams to value in their first session'; Key Result — 'Increase day-1 activation from 34% to 60% by March 31'.
How many OKRs should each team set?+
Three to five Objectives per cycle, each with three to five Key Results. Teams that set more consistently report losing focus and abandoning the system by mid-quarter.
What is the difference between an OKR and a task?+
'Ship the new onboarding flow' is a task — it describes work. 'Increase day-1 activation from 34% to 60%' is a Key Result — it describes the outcome that work is supposed to produce. If you can complete it without anything changing for a customer, it's a task.
Are these OKR templates free to use?+
Yes. Every example and template on this page is free to copy, adapt and use inside any tool — a spreadsheet, a doc, or Ordo AI.
How do you score OKRs?+
Score each Key Result from 0.0 to 1.0 based on how far you moved from baseline to target. Average the Key Results for an Objective score. For stretch goals, 0.7 is a strong result; consistently scoring 1.0 usually means targets were too safe.
Should individual employees have their own OKRs?+
Usually not. OKRs work best at the company and team level, where outcomes require collaboration. Individual OKRs tend to drift into task lists and create incentives to optimise locally at the expense of the team.
Turn these examples into your quarter
Ordo AI drafts OKRs from your strategy, runs the weekly check-in rhythm for you, and flags the Key Results that are slipping before the quarter ends.