How many OKRs are too many? Finding the right number.
When it comes to OKRs, the most important principle is: less is more. The purpose of the framework is to create intense focus on what truly matters. Setting too many goals is a classic mistake that fragments attention, guarantees your team will make little meaningful progress, and leads directly to burnout.
Think of this limit as a feature, not a bug. It forces the tough, strategic conversations about what your team's top priorities really are for the quarter.
As a firm rule, follow the widely accepted best practice:
- For any team or organization: Set 2 to 3 high-impact Objectives per quarter. You can go up to 5, but only if absolutely necessary.
- For each Objective: Define 3 to 5 specific, measurable Key Results. If you need more than 5 KRs, your Objective is likely too broad and should be split.
Pro-Tip for Beginners: If your organization is just starting with OKRs, be even more disciplined. Begin your first cycle with just one or two crucial company-level Objectives. This allows your teams to learn the process, build the "muscle" for writing high-quality goals, and score an early win before expanding the program.
From the Right Number to the Right Goals
Setting the right number of OKRs is the first step. The next, more critical step is ensuring every one of those goals is a well-written, outcome-focused OKR that inspires action and drives results.
It's a skill that requires expert guidance to master.
Our OKR Setting Workshops are the fastest way to get your team writing goals that deliver a real impact. Learn About Workshops
Write Goals That Drive Results.
Our OKR Setting Workshops are the fastest way to get your team writing high-quality, outcome-focused OKRs.
