OKRs (Objectives and Key Results) are the foundation of how your team aligns around what matters most each quarter. This guide walks you through creating your organisation's first OKR from scratch.

Before you start

Every OKR has two parts:

  • Objective — a clear, ambitious, qualitative goal. What do you want to achieve?
  • Key Results — 2-4 measurable outcomes that tell you whether you've achieved the objective.
Best practice

Start with one Organisation OKR that the whole company can rally around. Add department and team OKRs once your structure is in place.

Step-by-step

1

Go to Goals in the sidebar

Click OKRs or Goals in the left sidebar.

2

Click + New OKR

Click the + New OKR button in the top right corner of the Goals page.

3

Choose the OKR type

Select Organisation for your first OKR. This sits at the top of your OKR hierarchy.

4

Write your Objective

Type one clear, ambitious sentence. Example: "Become the most trusted OKR platform for growing companies."

5

Add 2–3 Key Results

Click + Add Key Result. Choose a metric type, set start and target values. Example: "Reach 1,000 paying organisations" — Start: 300, Target: 1,000.

6

Select a cycle

Choose the active quarter from the cycle dropdown.

7

Save your OKR

Click Save OKR. Your OKR appears immediately with a health score starting at 0%.

Writing good Key Results

The most common mistake is writing Key Results that are tasks, not outcomes. Ask: "Is this a measurable result, or is it a task?"

  • ❌ Bad: "Improve customer satisfaction" — vague, not measurable
  • ✅ Good: "Achieve NPS score of 50 by end of Q2" — specific, measurable
  • ❌ Bad: "Launch the referral programme" — this is a task
  • ✅ Good: "Generate 200 new signups via referral programme" — measurable outcome
Avoid this

Don't add more than 4 Key Results per Objective. Teams that track more than 4 KRs lose focus. Pick the 3-4 outcomes that would make you say "we nailed it" at quarter end.