How to Write OKRs That Actually Work

A Step-by-Step Guide for Creating Objectives That Drive Real Impact

OKRs — short for Objectives and Key Results — are one of the most powerful tools to align your team and accelerate performance.

But writing OKRs that actually move the needle? That’s the tricky part.

Too often, companies fall into the trap of vague goals, misaligned metrics, or overly task-based key results. The outcome: confusion, wasted effort, and missed opportunities.

In this article, you’ll learn exactly how to write OKRs that are clear, ambitious, and actionable — so your team knows where they’re going and how success will be measured.

What Is an OKR?

An OKR consists of two core parts:

• Objective: A clear, qualitative goal. It defines what you want to achieve.
• Key Results: 2–5 measurable outcomes. These define how you’ll know the objective is being met.

Let’s break this down.

Step 1: Define a Clear and Inspiring Objective

The Objective sets the direction. It should answer the question:

What is the most important thing we need to achieve in the next 30–90 days?

It should be:

• Qualitative, not numeric
• Ambitious, yet realistic
• Memorable, ideally under 10 words

Examples:

• Improve onboarding experience for new customers
• Launch our new website with strong engagement metrics
• Strengthen internal collaboration between product and marketing

Think of your Objective as the “North Star” — it guides effort and motivation.

Step 2: Write Measurable Key Results

Once you know the “what,” it’s time to define the “how.”
Your Key Results are the evidence that the Objective is being achieved.

Key Results should be:

• Quantifiable: Use numbers, not feelings
• Outcome-focused: Not tasks or to-do’s
• Time-bound: Achievable within your OKR cycle

Examples for “Improve onboarding experience”:

• Increase NPS from new users from 25 to 50
• Reduce average onboarding time from 5 days to 2 days
• Achieve 90% completion rate of onboarding checklist

Avoid this mistake: writing Key Results like a project plan (e.g. “Create onboarding emails”).
Instead, focus on the impact of the work.

Step 3: Keep It Simple and Focused

The best OKRs are short, sharp, and easy to understand.
Stick to 1 objective per team (or person), with 2–5 key results. That’s it.

Why?

• Too many OKRs = lack of focus
• Too many Key Results = no clarity on what matters most

Ask yourself:

• Will my team instantly understand this OKR?
• Can we realistically move the needle in this area in one quarter?
• Is there a direct connection between the Key Results and the Objective?

If not, trim it down or rework it.

Step 4: Make OKRs Visible and Part of Your Workflow

Even the best-written OKRs fail if they’re only seen once a quarter.

To make your OKRs truly effective:

• Make them visible to your team — in dashboards, meetings, or tools
• Review them weekly during check-ins
• Update progress regularly and discuss blockers
• Celebrate wins as Key Results are achieved

Embedding OKRs into your workflow turns them from goals on paper into drivers of action and alignment.

Step 5: Review and Improve Each Cycle

Once your OKR cycle ends, reflect:

• Did we write the right Objective?
• Were the Key Results actually measurable?
• Did our OKRs help us focus — or distract us?

OKRs get better with practice. Each cycle is a chance to improve how you write and execute them.

Example OKR (Complete)

Objective: Strengthen our brand presence across digital channels
Key Results:

1. Increase LinkedIn follower count by 30%
2. Achieve 10,000 visits on the new blog within 90 days
3. Secure 5 media mentions in relevant industry publications
4. Launch and complete 2 customer case studies

This OKR is focused, measurable, and directly tied to a meaningful business outcome.

Final Thoughts: Good OKRs Are Written, Great OKRs Are Lived

Writing OKRs is a skill — one that blends strategic thinking with clear communication.
But they only work if they’re lived daily, not just reviewed quarterly.

Focus on what matters, measure what moves the needle, and write OKRs that give your team clarity, purpose, and energy.

Need Support Writing Better OKRs?

If you're ready to bring more focus, alignment, and execution power to your teams, we can help.‍

Book a free strategy session to turn your goals into actionable OKRs that stick.