What’s the difference between SMART Goals and OKRs?

In This Answer

SMART Goals vs. OKRs: What’s the Difference?

If you’re trying to improve how your team sets and tracks goals, you’ve likely come across two popular frameworks: SMART Goals and OKRs (Objectives and Key Results).

Both are widely used to improve performance and accountability. But they are not the same—and knowing the difference can help you choose the right approach for your organization’s needs.

Let’s break it down.

What Are SMART Goals?

SMART is an acronym that helps you define well-structured goals. A SMART Goal should be:

Specific: Clearly defined and focused
Measurable: Quantified or trackable
Achievable: Realistic given available resources
Relevant: Aligned with broader objectives
Time-bound: Tied to a deadline

Example of a SMART Goal:
Increase email newsletter signups by 20% in Q3 through improved signup forms and A/B testing.

SMART Goals are great for individual performance and short-term planning, particularly in structured environments.

What Are OKRs?

OKRs are a goal-setting framework built for alignment, focus, and innovation at scale.

Each OKR has two parts:

Objective: A clear, inspiring goal (qualitative)
Key Results: 2–5 measurable outcomes that show progress (quantitative)

Example of an OKR:
Objective: Become a go-to resource for B2B marketing insights
Key Results:

Publish 8 long-form blog posts with over 1,000 words
Increase organic traffic by 40%
Grow newsletter subscriber list from 5,000 to 7,000

OKRs are typically reviewed quarterly and are meant to be ambitious, pushing teams beyond business as usual.

Key Differences Between SMART Goals and OKRs

Here’s how the two frameworks differ in purpose and execution:

1. Purpose and Philosophy

SMART Goals focus on clear, realistic targets that are achievable and measurable.
OKRs are designed to stretch teams and promote alignment, especially across departments or company-wide initiatives.

SMART = Certainty.
OKRs = Challenge.

2. Structure

SMART Goals are single, well-scoped goals.
OKRs combine qualitative aspirations (Objectives) with quantitative milestones (Key Results). It’s a system, not just a goal format.

3. Scope and Use Case

SMART Goals are commonly used for individual goals, task management, or project milestones.
OKRs are used to drive strategic alignment, especially in agile, fast-paced organizations.

4. Flexibility and Iteration

SMART Goals are often set and left unchanged until the review period.
OKRs encourage continuous reflection, learning, and adaptation—especially when not all Key Results are achieved.

Can You Combine Both?

Yes. Some teams start by writing SMART Goals and evolve toward OKRs as they grow.

You can even use the SMART framework within Key Results to ensure they are measurable and time-bound.

But if your organization needs strategic clarity, cross-team alignment, and measurable progress, OKRs offer more structure and scalability.

Final Thoughts

SMART Goals and OKRs both aim to bring clarity to your goal-setting—but they serve different functions.

Use SMART Goals when you need clear, achievable goals for individuals or small projects.
Use OKRs when you want to align teams, push innovation, and track meaningful outcomes at scale.

Ultimately, it’s not about choosing one over the other—it’s about using the right tool for the right job.