How to write company OKRs (Objectives & Key Results)

Published On: September 15, 2022|Categories: Objective and Key Results|

How to write company OKRs (Objectives & Key Results)

Published On: September 15, 2022|
Company OKR


Objectives and Key Results (OKRs) is an organisation’s goal-setting platform to track strategy execution. Once the strategy is set for a specific period you can measure how the progress is and measure the execution accordingly. Defining the goals and strategy is the most valuable time an organisation spends. They set measurable metrics to evaluate how the organization is performing.

To be more specific 

Objective – what are we trying to accomplish 

Key Results – How are you going to achieve this? 

OKRs provide a clear direction and guide the teams to progress on what matters to the business. These OKRs are aspirational and audacious in nature which drives organizations to reach the next level in each period. 

An Objective is mostly a statement that communicates what you want to achieve and is time bound 

A Key Result is a quantifiable or measurable metric that measures the progress of an objective and helps you understand the speed at which it is travelling and whether is on-track or off-track. 

Why should you write OKRs for your company? 

To put it simply Company OKRs are the North star of an organization. It guides the team to create their team and individual objectives. This creates focus among the team to indicate the direction in which they should travel. 

It is important that the organization starts with the company OKRs which will in turn promote top-down or bottom-up alignment. As objectives are very specific and timebound it helps the team to create OKRs and focus accordingly. 

Benefits of having OKR (Objectives & Key Results) in your organization  

As OKR framework is a well-proven frame used by organizations like Google, Uber, LinkedIn, and other established organization. The results were exponential. Organizations using OKRs had a minimum of 10x growth. 

The benefits are immense. Let us discuss a few to understand the value OKRs bring to an organisation. 


OKR framework increases focus as the Objective count is less than 5. Less is more. Keeping fewer objectives increases focus and helps in prioritizing the goals. It helps the team to maintain focus and plan the action accordingly. This kills procrastination and increases focus 


OKRs’ very important benefit is increasing alignment and eliminating silos. Using the team and shared objectives help in creating alignment and collaboration. Where possible the team can contribute to the organisation’s overarching objectives. Alignment is the core to decreasing the executions gap 


OKRs are transparent in nature to ensure that the entire organization has the visibility to see the organization and team’s performance. This provides the safety net for the teams to create audacious goals without the fear of failure.

Effective Communication 

OKR and its sibling CFR (Conversation Feedback and Recognition) help us have conversations and communication in one place. Frequent feedback helps in discussing the problem and encourages the team to act. This increases participation and creates trust among the team. This performance conversation is the key to continuous performance management.

Autonomy and Flexibility 

OKRs are autonomous and flexible in nature. Teams and individuals can create their own OKRs that they think will ensure success. This motivates the team and increases ownership and accountability. This also helps them perform both qualitatively and quantitatively 


Stretch goals or the Moon shots are the keys to OKRs. This allows one to stretch beyond the capability and think out of the box. These moon-shot goals and aspirations are achieved through OKRs. These aspirational goals take the organisation to the next level. 

How to Set OKR for your company 

It is important to have the OKR Ambassadors finalized before drafting the company-level objectives. Companies should be able to communicate in simple language to the lowest level of the employee and they should be able to relate it to their role.  

OKR is a transformational journey, it needs time to get streamlined. The top thing that comes to mind while drafting the company objective is the revenue projection and sales target plan.  Preparing those sales target plans is that it does not provide enough guidance to the team on how they can achieve these targets.  

Your company objectives should not be a long list like the one below. If we add too many objectives and it will bring down the focus and priority  

Company Objectives can be based on   

The strategies that the organization is planning 

  • Competition      
  • Technological & market.  
  • Customer expectations.  
  • The best-written Company Objectives 
  • should not be more than 3 to 5 and  

OKRs should be able to guide the entire organization by asking the below questions

  1. What is the core purpose of the company?  
  2. Why you are doing what you are doing?   
  3. How the products/services are unique from the competition or in the market?  
  4. What the company can potentially do better than any of its competitors in serving the customers? And what is missing to achieve that potential.  
  5. What are the gaps in moving your products and/or services effectively and efficiently to the customer?  
  6. What are the top 3 barriers for your company to achieve higher sales & margin growth?  
  7. What insights do you need to get, or hypotheses do you need to validate to effectively generate sustained cash flow & profitability?  

7 tips to set OKRs 

Let us help you get started with tips that are well-proven while we start with OKR.  

  • Have an OKR coach on Less is more – keep a minimum of 3 objectives and a maximum of 5 objectives
  • Add 3 to 5 Key Results per objectives
  • Use quantitative metrics to measure
  • Communication is key and keeping the conversation open and transparent
  • Keep it transparent
  • Foster cross-functional alignment
  • Use an OKR software

Company OKR examples 

OKRs are a growth tool when we create and draft the right OKRs.  

Objective 1: Grow and increase our business by 30% 

  • Key Result 1: Grow revenue to $XMn 
  • Key Result 2: Launch the X new product by Q2 
  • Key Result 3: Customer churn to be reduced to X% 

Objective 2: Increase customer delight 

  • Key Result 1: Collect feedback from X customers/month 
  • Key Result 2: Increase customer retention to X% 
  • Key Result 3: Achieve NPS (Net Promoter score) from X to Y 

Objective 3: Make the company a global player in XYZ product Range 

  • Key Result 1: Raise funding for establishing in the North American Market 
  • Key Result 2: Launch of XYZ product in North American Market by Q4 

Objective 4:  Build an awesome people culture  

  • Key Result 1: Increase the NPS by X+ 
  • Key Result 2: Launch Q&A with the CEO in townhall meetings 


Datalligence AI OKR coaches help you set up OKRs for your organizations, team, and individuals. We have coached more than 500+ teams in implementing OKRs successfully. Talk to us today if you have any questions on OKR implementation 


1.How are OKRs different from KPIs (Key Performance Indicator)? 

OKR is a strategic framework, whereas KPIs measure the status quo. KPI (Key Performance Indicator) are mostly siloed and does not align with the organisational objectives. They help you understand the Business as usual metrics 

2.What are OKRs for the company?

OKRs (Objectives and Key Results) are the goal-setting framework that helps the organization in creating alignment and increasing focus. They promote transparency and collaborations 

3.How many OKRs should a company have? 

Less is more. It is ideal to have 3-5 OKRs per person and 3 to 5 key results per objective.

4.Should CEO have OKRs?

CEOs having OKRs creates safety and trust among the employees. It is ideal that the CEO should have a high level goal defined for the team to align 






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