OKR Template
A complete OKR framework with company, team, and individual objectives and key results. Align your entire organization around measurable goals that drive real progress.
Company-Level OKRs
Top-level objectives that define the company's quarterly priorities
Quarter: [Q1/Q2/Q3/Q4 Year]
Objective 1: [e.g., Become the market leader in SMB business tools]
• KR1: [e.g., Grow ARR from $1M to $2M]
• KR2: [e.g., Achieve NPS score of 60+]
• KR3: [e.g., Reduce churn from 5% to 3%]
Objective 2: [e.g., Build a world-class engineering team]
• KR1: [e.g., Hire 5 senior engineers by end of quarter]
• KR2: [e.g., Reduce average deploy time from 2 hours to 15 minutes]
• KR3: [e.g., Achieve 95% sprint completion rate]
Team-Level OKRs
Department or team objectives that cascade from company goals
Team: [e.g., Marketing]
Aligned to Company Objective: [Reference the company OKR this supports]
Team Objective: [e.g., Drive qualified pipeline growth through content and paid channels]
• KR1: [e.g., Generate 500 MQLs from organic search] | Owner: [Name]
• KR2: [e.g., Achieve $40 cost per lead on paid campaigns] | Owner: [Name]
• KR3: [e.g., Publish 12 long-form blog posts] | Owner: [Name]
OKR Scoring Framework
How to score key results at the end of the quarter
0.0 – 0.3: No significant progress. Re-evaluate if this was the right goal or if resources were insufficient.
0.4 – 0.6: Progress made but fell short. Identify what blocked full achievement and carry lessons forward.
0.7 – 1.0: Strong performance. A score of 0.7 is considered a successful stretch goal. Consistent 1.0s may indicate goals are not ambitious enough.
Sweet Spot: Aim for an average OKR score of 0.6–0.7 across the quarter. This means goals are stretching the team without being unrealistic.
How to Use This Template
Start with company objectives
Leadership defines 3-5 company-level objectives. These should be ambitious, qualitative, and time-bound to the quarter. They set the direction for the entire organization.
Cascade to teams
Each team creates their own objectives that directly support a company-level OKR. Every team OKR should have a clear line back to a company priority.
Write measurable key results
Each objective gets 2-4 key results. These must be quantifiable: numbers, percentages, deadlines. If you cannot measure it, it is not a key result.
Score and reflect quarterly
At quarter end, score each KR from 0.0 to 1.0. Hold a retrospective to discuss what worked, what did not, and how to set better goals next quarter.
Customize in Dewx
Inside Dewx, tell Dew: "Set up OKRs for [team] for [quarter]." Dew suggests objectives based on your business context, helps write measurable key results, and tracks progress throughout the quarter. Get weekly check-in reminders and auto-generated quarterly review reports from the OPS Hub.
Related Templates
Frequently Asked Questions
What is the difference between OKRs and KPIs?
OKRs (Objectives and Key Results) are aspirational goals with measurable outcomes, designed to push teams beyond their comfort zone. KPIs (Key Performance Indicators) are ongoing metrics that measure the health of your business. OKRs drive change; KPIs monitor stability. Use both: OKRs for growth initiatives, KPIs for operational health.
How many OKRs should a team have per quarter?
Keep it to 3-5 objectives per team, with 2-4 key results per objective. More than that dilutes focus. The whole point of OKRs is prioritization. If everything is an OKR, nothing is. Company-level OKRs should cascade into team OKRs, which cascade into individual OKRs.
What makes a good key result?
Good key results are specific, measurable, time-bound, and within the team's influence. They should describe an outcome, not an activity. "Launch new feature" is an activity. "Increase user activation rate from 30% to 45%" is a key result. Aim for a mix of aspirational (stretch) and committed (must-hit) key results.
How does Dewx support OKR tracking?
Dewx OPS Hub lets you set, cascade, and track OKRs across your entire organization. Dew sends weekly progress check-ins, auto-calculates completion percentages, and flags OKRs that are falling behind. During quarterly reviews, Dew generates summary reports comparing targets against actuals.
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