OKR software»OKR Template
An OKR template or an OKR template should helpDocument and publish OKR internally. The document can be viewed transparently by every employee. Company-wide transparency is a hallmark of OKR success.
We have created OKR templates in various formats for you. Among other things aOKR Excel Templateor an OKR template Excel and aOKR Template Word. Ideally, these can be uploaded to Microsoft Teams for joint processing.
With the templates, teamsCreate, publish and maintain OKR sets quickly and easily.
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As an alternative to OKR templates, there is OKR software for creating, maintaining and evaluating OKRs. During the introduction of OKR in companies, the focus should be on the methodical introduction, which is why it can make sense to work with an OKR template first.
The more people in the company use OKR, the more important it becomes to use oneOKR software. Especially for the coordination of voting and for transparency. Companies quickly reach their limits with OKR templates.
OKR tools are already helpful for 5 to 20 employees - with 100 to 200 employees an OKR tool becomes important and from 1000 employees an OKR tool is critical to success. A list of OKR tools can be found here.
→OKR Tools
Who is the free OKR template for? And how does the OKR template help?
Our OKR Template is perfect if you are about to implement OKR. The template is flexible enough to adapt to your needs and how your teams work.
Some remarks about our OKR template:
1. Keep it simple
The template is deliberately kept simple to enable a quick start - it is clearly and intuitively designed.
2. Clarity
The template is used to record OKR sets in writing - at team level, but also at department and company level. OKR sets can be assigned to one responsible person - the same applies to individual key results. This is more about the responsibility of updating than about ensuring progress - i.e. the activities behind it.
Several responsible persons can also share the responsibility - here it makes sense to create clarity in the sense of oneRACI - bzw. RASCI-Matrix– at least in the sense of accountable and support or consulted.
All team members as well as all employees of a company can follow the progress of the team via the publication. It is therefore important to use a uniform format throughout the company.
3. Optimal tuning
The template is used for coordination in the team - at the same time it can be used for coordination with other teams or departments. For this purpose, we have added a field for voting to each key result in the template. An external partner who may be required for coordination, such as a supplier, can also be entered here.
4. Measurement of progress and results
The OKR template helps you to measure the progress - via the weekly (OKR Weekly / Check-in) update of the degree of goal achievement (score) and the confidence level.
We also recommend filling out the 3Ps in advance for each OKR Weekly: Progress, Plan, Problems - i.e. the progress, the next steps and any problems / decisions.
The "Learning" field is used to enter what has been learned from problems, according to the motto "Fail fast, learn fast".
After the end of the OKR cycle, the final degree of goal achievement (score) can be entered and discussed in the OKR review - the 3P's are then no longer filled out. In summary, learnings can be entered.
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How to use the OKR template
The OKR template is easy to use and customizable.
If you are familiar with terms such as degree of goal attainment (score) andConfidence LevelIf you are not familiar, you can find more information on the OKR Experts website.
→ Learn more about the terms ofOKR Method.
You will also find the creation of optimal OKR sets with the OKR experts.
→ Learn more aboutOKR examples.
In the following you will find some information on how to use our OKR template.
#1: Adding general information
- What is the name of the company, department or team?
- Who is responsible for the OKR set? (the team lead / department manager or a team member)
- For which OKR cycle does the OKR set apply? (e.g. quarter)
- What is the name of the internal or external OKR coach, master or process owner who accompanies the team?
© OKR.software
#2: Set the objective
In the second step, add the objective to the OKR template. For examples of how to create optimal objectives, seeOKR examples.
© OKR.software
#3: Add Key Results
Add between 2 and 4 Key Results per objective. Key results must contain a metric, which should be a lead indicator, i.e. a lead metric as opposed to a lag metric. Vanity metrics are also to be avoided!
In addition, the question of who is responsible for a key result - in terms of data collection - should be clarified.
More on metrics and indicators on the pageOKR examples.
© OKR.software
#4: Company-wide alignment
If the team is dependent on other teams for the execution of the activities of the key results, this must also be entered - and coordinated with the other teams.
Ideally, the other teams create corresponding key results that describe the common goal. This strengthens the cooperation between teams and departments and avoids double work.
© OKR.software
#5: The OKR score and the OKR traffic light
The degree of target achievement indicates whether the key result is achieved. At the beginning the score is zero. The field is automatically colored in the Excel template with the color of the OKR traffic light.
© OKR.software
#6: Monitor your team/department's confidence
The confidence of your team/department thatConfidence Level, indicates whether, for example, support is necessary and measures need to be discussed. This makes a significant contribution to whether a goal is achieved or fails.
© OKR.software
#7: 3P’s
Keep track of the 3Ps (Progress, Plans, Problems) on the way to your goal. These include what you/the team have accomplished since the last OKR Weekly, what you/the team intends to do between now and the next OKR Weekly, as well as any issues, obstacles, or decisions that need to be made.
© OKR.software
#8: Learnings
Keep track of the 3Ps (Progress, Plans, Problems) on the way to your goal. These include what you/the team have accomplished since the last OKR Weekly, what you/the team intends to do between now and the next OKR Weekly, as well as any issues, obstacles, or decisions that need to be made.
© OKR.software
How to update the OKR template
Update the OKR template in preparation for OKR Weekly - at least once a week. If the OKR Weekly only takes place every 2 weeks, every 14 days.
Document the progress with the OKR Excel template
The Excel template allows you to record weekly progress in an Excel file by copying, i.e. duplicating, the last worksheet each week - and then updating it. Name the worksheet after the calendar week - and create a new file for each OKR cycle.
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After copying the worksheet, update the degree of goal achievement (score) and the confidence level. Then, for each Key Result, copy the “Plan” (next steps) cell into “Progress” (progress) and check if you have implemented your plan. In addition, adjust the "Progress" cell if necessary - and write in the "Plan" cell what you intend to do by the next OKR Weekly. Check whether problems / decisions are still open or whether new ones have been added and adjust the "Problem" cells if necessary.
Ideally, you should store the OKR Excel template for each team in the Microsoft Teams document library for joint editing:
Click on the “Teams” icon and open the relevant topic channel, click on the “Files” tab and then click on the “Upload” button. Select the relevant Excel file and confirm with "Open".
Document the progress with the OKR Template Word Format or the OKR Template PDF Format
With the PDF and Word template you can name files after the calendar week. Examples are 2022-KW27.pdf or 2022-KW27.docx. Thus, the progress can be recorded from week to week.
The Word template can also be uploaded to the Microsoft Teams document library for joint editing.
Document the progress with the HTML or Confluence template
Using HTML templates and Confluence templates, you can copy the tables individually each week. Alternatively, if you want to track weekly progress, create a subpage.
Conclusion on the OKR template
An OKR template can be a helpful starting point. The disadvantage is that you have to update the metrics manually - especially before the next meeting in OKR Weekly. Here a software solution can save you time and help to avoid transmission errors. An OKR tool shows its true strength in the coordination process, as well as in the visualization and evaluation of OKR sets.
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The point in time when OKR software makes sense
From experience we can say that OKR software is already helpful for smaller companies with 5 to 20 employees. It becomes important from 100 and essential from around 1,000 employees. Not only is the handling of OKR with software easier compared to an OKR template. Data protection is also only guaranteed to a limited extent with a template, especially if it is sent by e-mail. The wrong recipient is quickly on the list and information leaks out unintentionally.
Choosing the right OKR tool is time-consuming and the products are usually not easy to compare.
We would be happy to advise you on which OKR software is right for you. Thanks to our many years of practical experience, we have already implemented almost all software solutions in companies and got a feel for the right choice. Contact us today!
On request, we will also be happy to advise you on the selection of the right OKR software, carry out a tender or support you in a tender. Book a free initial consultation now to clarify the procedure:
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OKR templates in different formats:
- Word
- Excel
- HTML and Confluence
OKR-Templates
Request the OKR templates and OKR templates now and get more exciting information about OKR.
FAQs
OKR-Software und OKR-Tool - OKR Objectives & Key Results? ›
OKRs, or “objectives and key results,” are a goal setting methodology that can help teams set measurable goals. While most companies set goals, only 16% of knowledge workers say their company is effective at setting and communicating company goals.
What are OKRs Objectives and Key Results? ›OKRs, or “objectives and key results,” are a goal setting methodology that can help teams set measurable goals. While most companies set goals, only 16% of knowledge workers say their company is effective at setting and communicating company goals.
What is an OKR software? ›OKR software (objective & key results software) is the software framework used to develop the strategy and process objectives that connect individual and team goals to top-level organizational objectives. It's used to build out the initial strategy and track the OKR progress for all the objectives involved.
What is the Objectives and Key Results tool? ›Objectives and key results (OKR) software are dedicated tools for setting, communicating, tracking, and measuring goals and results within businesses. Within OKR software, management can easily set and monitor goals for teams and individuals.
What is a key result in OKR? ›A Key Result is a measurable outcome required to achieve the Objective. They help you measure progress toward the Objective — like a signpost that shows how close you are to your destination.
What is an example of OKR objective? ›Top company objectives—OKR examples
Achieve 100% year-to-year sales growth in the EMEA geography. Increase the company average deal size by 30% (with upsells) Reduce churn to less than 5% annually (via Customer Success)
OKR is a strategic framework, whereas KPIs are measurements that exist within a framework. OKR is a simplistic, black-and-white approach that uses specific metrics to track the achievement of a goal. Typically, an organization will have three to five high-level objectives and three to five key results per objective.
Why use OKR software? ›OKR software is your single source of truth on the progress your teams are making towards achieving your bold vision - it helps teams to align on the strategy, hold each other accountable, and focus resources on the most important priorities.
Why do you need an OKR software? ›Added Value with Analytics. In the execution phase, an OKR software assists in tracking progress during the OKR cycle and ensure focused work. This includes engagement level over the cycle, number of sessions, confidence level, and the Check-In behavior of your team.
Why do we need OKR software? ›Benefits of OKR Software
It allows managers to set goals to direct reports and keep track of the progress. Prioritizing is easier and helps employees understand their goals and their starting point. It also ensures that employees find a sense of direction by recognizing the priority of each task.
What are the three important elements of OKRs? ›
Both KPIs and OKRs have three elements i.e. goals, metrics and targets that aid functioning.
What are the two parts of an OKR? ›OKRs have two important parts: The objective you want to achieve and the key results, which are the way you measure achieving the objective.
What is the OKR methodology? ›The OKR methodology is a shared goals system which creates clarity and aligns your organization, connects everyone to your top business goals, increases performance and drives better results. Think of the objective in OKRs as a “strategic theme,” a broad, overarching, qualitative headline of what is to be achieved.
Is Google still using OKRs? ›Everyone works together to ensure that their company is on track in terms of hitting their targets. Google does OKRs yearly. Annual OKRs are the umbrella objectives where the rest of the individual and team OKRs can be patterned from.
What is a good example of a key result? ›Key Results are the tasks that you complete to achieve the larger objectives. The key results should be significant and measurable by a particular parameter. For example, Increase customer retention by 80-90%.
What are the 5 smart objectives? ›Setting specific, measurable, achievable, relevant, and time-bound (SMART) objectives is a good way to plan the steps to meet the long-term goals in your grant. It helps you take your grant from ideas to action.
What are great OKR objectives? ›Effective OKRs represent meaningful change, improvement and growth. They're our priorities for the next 30-90 days. Effective Objectives are meaningful, audacious, and inspiring. Effective Key Results are specific and timebound, aggressive and realistic, and measurable and verifiable.
How do you create an OKR objective? ›- Keep it Simple. Focus on objectives you know you can achieve in the given timeframe. ...
- Be Specific. ...
- Cascade Your Objectives. ...
- Make it Measurable. ...
- Don't Worry About Stretch Goals. ...
- Break Key Results into Smaller Goals. ...
- Celebrate and Recognize.
OKRs provide your business with five important elements: focus, accountability, engagement, transparency and visibility.
What is the difference between OKR and Lean Six Sigma? ›OKR (Objectives and Key Kesults) are all goal setting in a trackable matter. Lean strategy is all about waste minimization to keep a competitive edge.
Does OKR replace KPI? ›
KPIs and OKRs coexist very well and you should use both frameworks in your business, each serving a different purpose. Use OKRs for goal-setting and improving your current state of business and KPIs for monitoring general business performance. KPIs show what should be analyzed to help determine the basis for OKRs.
How to choose OKR software? ›- Don't let surface-level impressions be the extent of your research. Test the OKR platform yourself.
- If you don't have time to test each software, organize demo calls. ...
- Be specific about your needs. ...
- Check out customer reviews. ...
- Don't rush into a decision and be certain.
SMART goals solely craft the objective.
SMART goals provoke the question, “What is the goal?” Yet OKRs ask, “What is the goal and how do we get there?” Objectives and Key Results should connect like puzzle pieces, with the intent being that if the Objective were to be reached, the Key Results must also be achieved.
OKRs are about teams, people, and their goals. Agile methods, on the other hand, focus on how enterprises organize to achieve their goals, how the work is structured, and how it gets completed effectively with as little waste as possible.
Is OKR a performance management tool? ›What is the difference between OKRs and performance management? OKRs are a goal management framework designed for and by teams. On the other hand, performance management is an assessment process designed for individuals and overseen by Human Resources or another hierarchical entity.
What problem does OKR solve? ›OKRs help teams understand why they are so important. The regular check ins and periodic setting of the key results depends on defining lead measures.
Is OKR a project management tool? ›OKR stands for Objectives and Key Results. They're a simple project management tool that help project managers outline and meet their goals. They typically work by prompting you to set an objective and then come up with three to five key results you're hoping to see.
What is the difference between objectives and OKRs? ›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”). The objective describes the direction or your mission-supporting goal.
How many key results does OKR have? ›Each Objective should be supported with 3-5 Key Results that lay out how you measurably achieve them. A Key Result will explain how you follow the North Star. It is specific, time-bound, and measurable. Just like an Objective, a Key Result should also fit on one line.
Does OKR measure output or outcome? ›OKRs help organizations operationalize outcomes and become more results-oriented. Outcomes are defined measurably within the framework (in the form of an objective and several key results) and achieved through the direct results of activities or initiatives (output) that are also defined in advance.
What is the 3 * 5 principle in OKRs? ›
A typical OKR is made up of 3 to 5 high-level objectives, under which 3-5 key measurable results are listed. The said key results are measurable through a defined set of indicators or scores (usually between 0 and 1.0. The use of quantitative indicators allows an organization to check or measure progress.
Is OKR an agile method? ›OKR is an agile goal management method, while Scrum is an agile project management method. Both find their place under the “Agile” umbrella and, when properly integrated with each other, can form a powerful framework for holistic agility.
Is OKR an agile framework? ›OKR (Objectives and Key Results) is not a direct part of Agile methodology, but it can be used in conjunction with Agile practices to set and measure goals for teams and individuals.
What is an example of OKR framework? ›The OKR Formula
They can also be written as a statement: I will (Objective) as measured by (Key Results). For example, “I will fix the website for the vast majority of people as measured by 7 out of 10 people being able to get through, a 1-second response time, and a 1% error rate.”
Andy Grove and OKRs, the 1970s
As a CEO at Intel, Andy Grove took the idea of MBO from Peter Drucker and upgraded it with the concept of Key Results. Thus, OKRs were born, and Andy Grove became the father of the OKR framework.
- Google. John Doerr introduced the methodology (which originated from Intel) to Google in 1999. ...
- Amazon. ...
- Adobe. ...
- LinkedIn. ...
- Microsoft. ...
- Twitter. ...
- Zynga. ...
- Introducing Objectives and Key Results to Your Team.
OKRs can be set at four different levels of an organization: company OKRs, department OKRs, cross-functional team OKRs, or individual OKRs.
What are the three types of Key Results? ›3 Types of Key Results
Your Key Results will usually fit into one of three categories: Inputs, Outputs & Outcomes.
SMART goal example for work
Specific: I will start a side business selling flowers. Measurable: I'll spend at least two hours a day planning and marketing my business. Attainable: I used to sell vegetables from my garden, so now I'll use my expertise to switch to flowers.
A KPI is a tool to keep track of how a key area of your business is performing. A KPI always contains a metric to measure the performance of that key area. A Key Result is a tool to positively impact the performance of a certain metric. Therefore, a Key Result also always makes use of a metric.
How do you implement OKR in a company? ›
- Start small: Define clear objectives to your teams. ...
- Start quarterly: Start implementing OKRs on a quarterly basis to get the hang of them.
- Set 2-3 goals: Implement them at the beginning of the year, set goals and communicate them with your team so everyone is onboard.
We typically recommend setting a maximum of 3-5 OKRs per team per quarter. This is a maximum, not a minimum – it's perfectly appropriate to have only 1-2 OKRs.
What is a good OKR score? ›The sweet spot for OKRs is somewhere in the 60-70% range.
Scoring higher may mean the aspirational goals are not being set high enough. With Google's 0.0 – 1.0 scale, the expectation is to get an average of 0.6 to 0.7 across all OKRs.
Effective OKRs represent meaningful change, improvement and growth. They're our priorities for the next 30-90 days. Effective Objectives are meaningful, audacious, and inspiring. Effective Key Results are specific and timebound, aggressive and realistic, and measurable and verifiable.
What is the difference between Objectives and OKRs? ›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”). The objective describes the direction or your mission-supporting goal.
What are the 2 components of OKR? ›OKRs have two important parts: The objective you want to achieve and the key results, which are the way you measure achieving the objective.
What are Key Results examples? ›Key Results are the tasks that you complete to achieve the larger objectives. The key results should be significant and measurable by a particular parameter. For example, Increase customer retention by 80-90%.
Can a KPI be an OKR? ›Yes, KPIs can be used as Key Results in OKRs. KPIs are often used as the basis for Key Results because both are measurable and quantifiable.
Does Google still use OKRs? ›Everyone works together to ensure that their company is on track in terms of hitting their targets. Google does OKRs yearly. Annual OKRs are the umbrella objectives where the rest of the individual and team OKRs can be patterned from.
How many Key Results does OKR have? ›Each Objective should be supported with 3-5 Key Results that lay out how you measurably achieve them. A Key Result will explain how you follow the North Star. It is specific, time-bound, and measurable. Just like an Objective, a Key Result should also fit on one line.
What are the 5 benefits of OKRs? ›
It can help achieve mission and vision, aid in employee engagement, and bring to the surface the top priorities of a company. OKR's five key benefits include focus, alignment, commitment, tracking, and stretching — or as John Doerr likes to call them, “the five superpowers” of OKRs.