Antwort What is an example of an OKR? Weitere Antworten – What are good examples of OKRs

What is an example of an OKR?
Customer success OKR example 1

  • Objective: Increase engagement with new customers.
  • Key result 1: Triple communication open rate in-product from 6% to 18%
  • Key result 2: Triple follow-up meetings booked per week to 24.
  • Key result 3: Achieve service quality rating of 9.5 or higher.
  • Key result 4: Reduce response time by 300%

5 steps to write effective OKRs

  1. Step 1: Have the goal conversation, first.
  2. Step 2: Prepare draft goals and share them with the team.
  3. Step 3: Conduct a team brainstorm to set key results.
  4. Step 4: Debate key result ideas collectively.
  5. Step 5: Don't “cascade” OKRs down the org chart.

OKRs stand for Objectives and Key Results, a collaborative goal-setting methodology used by teams and individuals to set challenging, ambitious goals with measurable results. OKRs are how you track progress, create alignment, and encourage engagement around measurable goals.

What is an example of a growth OKR : For example, an OKR growth objective might be to increase the number of new users by 50% over the next quarter. The key results that support this objective might include increasing the company's marketing budget, launching a new referral program, and improving the onboarding process for new users.

What is an example of OKR in a sentence

Sales OKR Examples. Improve our sales performance across the whole team. KEY RESULT: Maintain a sales pipeline of qualified leads valued at least $500K quarterly. KEY RESULT: Increase close rate from 22% to 27%.

What are strategic OKRs : Strategic OKRs are the long-term plans an organization has put in place to help it reach its ultimate goals. Most organizations will have an OKR strategy to implement the OKR process to bridge the strategy execution gap.

5 ASPECTS OF A GOOD OKR KEY RESULT

  • Measurable. First and foremost, Key results must be measurable.
  • Clear. Key Results must be clear and easily communicated.
  • Connected. Key Result must be transparently Connected to the Objective.
  • Time-bound.
  • Challenging.


The basic OKR format for teams is this:

  1. O: [Insert a direction of growth, change, or innovation that drives the Company Objective forward, from the perspective of your team]
  2. KR1: [Insert measurable result 1 that proves the Objective is met.]
  3. KR2: [Insert measurable result 2 that proves the Objective is met.]

What is an example of an operational OKR

Office Operations OKR Examples

Reduce spending on office supplies by 10%. Zero double booked conference rooms. Develop an excellent company culture. Increase employee retention to 90%.Bad OKR Example: Key Results Influence Eachother. Another common mistake I see with OKRs is that they're containing too many key results. This often causes them to influence each other, meaning that if a team shows progress on one, they're automatically also showing progress on the other.The Three Important Elements of OKRs: Objective, Key Results, and Alignment

  • Objective: Setting Clear and Inspiring Goals. The Objective is the first and most crucial element of OKRs.
  • Key Results: Measuring Success with Quantifiable Metrics.
  • Alignment: Ensuring Team and Organizational Cohesion.


Goals are the kind of long-term strategy or guideline. They explain what you want to achieve in your organization, and they are usually long-term and global. OKRs are short-term goals (often created quarterly) that are split into two parts: an Objective (the “what”) and Key Results (the “how”).

What are the 4 levels of OKR : OKRs can be set at four different levels of an organization: company OKRs, department OKRs, cross-functional team OKRs, or individual OKRs. Each OKR level is well-suited for different types of OKRs. Let's take a closer look at OKR hierarchy and OKR levels so that you can choose the right levels for your OKR adoption.

Why does OKR fail : Failure to sell the change to the business and a lack of clarity and support from leadership is a main reason why OKRs fail, and can often lead to: Mistrust and anxiety toward OKRs, lowering team morale. Teams enter a compliance mindset just to get them done, poor employee engagement.

How do I create individual OKRs

Setting up your OKR projects

Start off by creating a project for each of your objectives. In each objective project, create a section for each key result. Add tasks for the steps you'll need to take to reach each key result along with due dates to stay on track. Keep adding more tasks throughout the cycle as needed.

Remember, good Key Results have several basic characteristics:

  • They are specific and time-bound.
  • They are aggressive, yet realistic.
  • They are measurable and verifiable.

OKRs is a goal-setting approach where an Objective outlines the desired outcome and is supported by 3-5 quantifiable and measurable Key Results used to achieve that outcome. Objectives are what you want to achieve; these are expressive, motivating outcomes. Key Results outline how you'll achieve that Objective.

What is a common mistake in OKR : By far one of the biggest OKR mistakes is not understanding how the components work together. If you don't clearly understand the key components and their differences, you won't be able to follow the OKR method effectively. As a refresher, there are two parts of an OKR: the objective and the key results.