Start tracking OKRs across your organization with templates and examples for company, department and team-level goals.
All of these templates can be used to track and score employees/departments objectives and key results over time – monthly, quarterly, or annually. Use these OKR templates as training modules to train your employees to meet goals.Go to this template
Our templates help unify the goals of your company through alignment. Alignment within organizations can happen two ways – top-down and bottom-up. Good OKRs help accommodate a little bit of both. When OKRs are aligned the right way, they can help your company accomplish larger goals by providing transparency into the smaller parts that drive them.
Our templates help address just that – a quick and easy way to create great objectives that align well across the organization, team, and department level. And while OKR templates for Google Sheets work, our templates can do so much more.
While KPIs relate to the day-to-day work that an individual does to accomplish a project, OKRs are more big picture, and are the strategic goals that need to be accomplished to move the business forward. The two can work together. For example, you can have several KPIs that track progress toward the completion of a specific project. The project then aligns to a key result, which provides a larger picture of progress of your objective. Read more about OKRs vs. KPIs here.
Best practice for writing OKRs includes three to five objectives and three to five key results underneath each objective for quarterly and annual goals. An objective is what you want to achieve and a key result is how you are going to achieve it. OKRs are ambitious, transparent, and measurable. Read more on how to write good OKRs here. OKRs are typically written to inspire growth within a company.
We recommend running multiple OKR training sessions early on in the process with certified professionals in OKRs. Check out our services for help with OKR certification, trainings, and consultations.
OKRs are a goal methodology that requires quarterly goals, monthly objectives, and frequent OKR reviews. These OKR meetings are best used as check-ins to see if employees are on track for their monthly/quarterly goals, and to see what is obstructing them from hitting their key results.