Quarterly OKR Template
Set and track OKRs for your team
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What's included:
- ✓OKR framework
- ✓Goal-setting guide
- ✓Tracking template
- ✓Review process
About the Quarterly OKR Template
The Quarterly OKR Template is a free planning tool for team leads and founders who want goals that are specific and trackable rather than vague. It is built around the OKR framework, where each objective is a qualitative goal and each key result is a measurable outcome that shows whether the objective was achieved.
To use it, follow the goal-setting guide to write 3 to 5 objectives per team, each with 2 to 4 key results that are numeric rather than binary, then log them in the tracking template so progress is visible throughout the quarter, not only at the end. Use the review process at the midpoint and end of the quarter to score results and decide what carries into the next quarter's goals.
What is inside
- OKR framework
- Goal-setting guide
- Tracking template
- Review process
Frequently Asked Questions
What is the difference between an OKR and a KPI?
An OKR is a goal setting framework pairing a qualitative Objective with measurable Key Results, usually set for a defined period like a quarter, while a KPI is an ongoing metric tracked continuously to monitor business health. Key results within an OKR are often built from KPIs, but KPIs alone do not include the ambition or direction an objective provides.
How many OKRs should a team have?
Most teams set 3 to 5 objectives per quarter, each with 2 to 4 key results, since too many OKRs dilute focus and make it hard to track progress meaningfully. Fewer, clearer objectives with specific key results tend to drive better outcomes than a long list that tries to capture every initiative underway.
What is a good OKR score?
A common OKR scoring approach rates each key result from 0 to 1.0, and a score of 0.6 to 0.7 is often considered a good outcome, since OKRs are meant to be ambitious rather than guaranteed. Consistently hitting 1.0 on every key result can actually signal the goals were set too conservatively.
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