Why OKRs Work for Startups
OKRs (Objectives and Key Results) have become the goal-setting framework of choice for startups from Google to Spotify. They provide a simple structure for setting ambitious goals and measuring progress toward them.
Unlike traditional goal-setting, OKRs separate the 'what' (Objectives) from the 'how we know we're making progress' (Key Results). This clarity helps teams focus on outcomes rather than outputs.
For startups, OKRs are particularly valuable because they create alignment across a growing team, encourage ambitious thinking, and provide a regular cadence for reviewing progress and adjusting course.
OKR Framework
Objectives
What you want to achieve. Objectives should be inspiring, qualitative, and time-bound.
Examples:
- •Become the go-to solution for [target customer]
- •Build a world-class engineering team
- •Achieve product-market fit
Key Results
How you measure progress. Key Results should be specific, measurable, and achievable.
Examples:
- •Increase MRR from $10K to $50K
- •Achieve 40% 'very disappointed' survey score
- •Reduce customer churn to < 5%
Company OKRs Template
Company OKRs: Q_ [Year]
Objective 1: [Inspiring outcome statement]
Key Results:
- [Measurable result] (Current: __ → Target: __)
- [Measurable result] (Current: __ → Target: __)
- [Measurable result] (Current: __ → Target: __)
Owner: [Name] Status: 🟢 On Track / 🟡 At Risk / 🔴 Off Track
Objective 2: [Inspiring outcome statement]
Key Results:
- [Measurable result] (Current: __ → Target: __)
- [Measurable result] (Current: __ → Target: __)
- [Measurable result] (Current: __ → Target: __)
Owner: [Name] Status: 🟢 On Track / 🟡 At Risk / 🔴 Off Track
Objective 3: [Inspiring outcome statement]
Key Results:
- [Measurable result] (Current: __ → Target: __)
- [Measurable result] (Current: __ → Target: __)
- [Measurable result] (Current: __ → Target: __)
Owner: [Name] Status: 🟢 On Track / 🟡 At Risk / 🔴 Off Track
Team OKRs Template
[Team Name] OKRs: Q_ [Year]
Team Lead: [Name] Aligns to Company Objective: [Which company OKR this supports]
Objective 1: [Team-specific outcome]
Key Results:
-
[Measurable result] (Current: __ → Target: __)
- Owner: [Name]
- Progress: __%
-
[Measurable result] (Current: __ → Target: __)
- Owner: [Name]
- Progress: __%
-
[Measurable result] (Current: __ → Target: __)
- Owner: [Name]
- Progress: __%
Overall Status: 🟢 On Track / 🟡 At Risk / 🔴 Off Track
Weekly Check-in Log
| Week | Progress | Blockers | Adjustments |
|---|---|---|---|
| W1 | |||
| W2 | |||
| W3 |
Individual OKRs Template
[Name]'s OKRs: Q_ [Year]
Role: [Title] Manager: [Name] Aligns to Team Objective: [Which team OKR this supports]
Objective 1: [Personal growth/impact objective]
Key Results:
-
[Measurable result]
- Target: __
- Current: __
- Progress: __%
-
[Measurable result]
- Target: __
- Current: __
- Progress: __%
Development Goals
Skills to Develop:
- [Skill 1]
- [Skill 2]
Learning Activities:
- [Course/Book/Project]
- [Course/Book/Project]
Monthly Reflection
Month 1:
- What went well:
- What was challenging:
- Adjustments needed:
Month 2:
- What went well:
- What was challenging:
- Adjustments needed:
Month 3:
- What went well:
- What was challenging:
- Final assessment:
OKR Cadence
Annual Planning
Set annual company OKRs and themes
Quarterly Planning
Set/review quarterly OKRs, grade previous quarter
Weekly Check-ins
Review progress, identify blockers, adjust tactics
Mid-Quarter Review
Assess progress, make course corrections if needed
OKR Best Practices
- •Set 3-5 objectives per quarter maximum
- •Each objective should have 3-5 key results
- •Aim for 70% achievement—if you hit 100%, you're not ambitious enough
- •Key results should be outcomes, not tasks
- •Review OKRs weekly and adjust tactics as needed
Key Takeaways
- OKRs separate what you want to achieve from how you'll measure progress
- Start with 3-5 company objectives and cascade to teams
- Review weekly, score quarterly, plan annually
- Aim for stretch goals—70% achievement is success
- Use OKRs for alignment, not performance reviews
