OKRs (Objectives and Key Results) are a goal-setting framework that defines ambitious objectives and measurable key results. Popularized by John Doerr at Google, OKRs align teams around outcomes rather than outputs and create transparency across the organization.
OKRs (Objectives and Key Results) are a goal-setting framework that defines ambitious objectives and measurable key results. Popularized by John Doerr at Google (from Intel's Andy Grove), OKRs align teams around outcomes rather than outputs. An Objective is qualitative and inspirational; Key Results are quantitative and measurable. Teams typically set 3-5 OKRs per quarter.
PM33 Document Type: Strategy-to-Execution Accountability Version: 1.0 Planning Period: [Quarter/Year] [YEAR] Last Updated: [DATE] Author: [NAME] Status: [DRAFT | IN_REVIEW | APPROVED | IN_PROGRESS | COMPLETED]
Provide a clear overview of organizational direction for the planning period.
What would it mean to have an excellent quarter/year?
PM33's core differentiator: Strategy-to-Execution Enablement. Connect OKRs to strategic objectives.
How do team OKRs connect to organizational OKRs?
| Organization OKR | Team OKR | Contribution | Owner |
|---|---|---|---|
| [Org OKR] | [Team OKR] | [How team enables org success] | [Who] |
| [Org OKR] | [Team OKR] | [How team enables org success] | [Who] |
What is the major business outcome we're pursuing this period? What would success look like? Make it inspirational but grounded.
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Explore 1 community-created variation optimized for different workflows and team structures.
OKR stands for Objectives and Key Results. An Objective is a qualitative, inspirational goal (e.g., "Become the #1 choice for enterprise customers"). Key Results are quantitative metrics that measure progress toward the objective (e.g., "Increase enterprise ARR from $1M to $3M"). OKRs were popularized by John Doerr at Google.
Teams should have 3-5 Objectives per quarter, with 3-5 Key Results per Objective. More than this dilutes focus. John Doerr recommends that if everything is a priority, nothing is. Companies should have 3-5 company-level OKRs, and each team should have 3-5 that align upward.
These templates complement okr (objectives & key results) and work well together in your product development process.