OKR examples, plus OKRs written for your own team
Writing OKRs sounds easy until key results turn into a to-do list. This prompt gives your todo.is agent your company goal and team context, and it drafts 2 to 3 objectives per team with measurable key results, a baseline for each, owners and a simple scoring sheet you can track all quarter.
The prompt
- Write OKRs for [TEAM OR COMPANY] for [QUARTER OR PERIOD]. Our top company goal is [COMPANY GOAL]. Current numbers we can measure: [BASELINE METRICS]. Constraints: [TEAM SIZE AND LIMITS]. Give me 2 to 3 objectives that are short and inspiring, each with 3 key results that are measurable outcomes (from X to Y), not tasks. Add the baseline, target, owner role and how we measure it. Mark one key result per objective as a stretch. Then list a few initiatives (the projects that should move each key result) separately. Point out any OKR that is really a task, and fix it. Deliver a Word document and an Excel tracker with weekly confidence scores (0 to 1) and a mid-quarter check-in row.
What to change
- [TEAM OR COMPANY]: e.g. "customer support team", "whole company of 25 people" or "marketing".
- [QUARTER OR PERIOD]: e.g. "Q1 2027" or "the next 6 months".
- [COMPANY GOAL]: e.g. "reach 1M in annual recurring revenue" or "become the top-rated clinic in town".
- [BASELINE METRICS]: e.g. "first response time 9 hours, CSAT 82%, 3,100 tickets a month". Rough numbers are fine.
- [TEAM SIZE AND LIMITS]: e.g. "4 agents, no new hires, can't change the help desk tool".
Example result
- OKR examples by team (Q1, fictional company Brightdesk)
- Customer support
- Objective: Make getting help feel effortless
- • KR1: First response time from 9 hours to under 2 hours (owner: Support lead)
- • KR2: CSAT from 82% to 90% (owner: Support lead)
- • KR3 (stretch): 30% of tickets solved by help-center articles, up from 12% (owner: Content specialist)
- Initiatives: rewrite the top 20 articles, add a saved-replies library, weekend coverage rota.
- Sales
- Objective: Build a pipeline we can count on
- • KR1: Qualified pipeline from 400,000 to 750,000
- • KR2: Demo-to-close rate from 18% to 25%
- • KR3: Average sales cycle from 52 to 40 days
- Marketing
- Objective: Become the name small clinics hear first
- • KR1: Organic signups from 140 to 260 a month
- • KR2: 3 partner webinars with at least 150 attendees each
- • KR3 (stretch): Branded search volume up 50%
- Product
- Objective: New users reach value on day one
- • KR1: Activation (first booking made within 24 hours) from 31% to 50%
- • KR2: Onboarding drop-off at step 3 from 44% to 20%
- • KR3: Support tickets about setup down 40%
- Fixed during review
- • "Launch the new help center" was a task, not a result. Rewritten as KR3 for support: share of tickets solved by articles.
- • "Improve sales" had no number. Replaced with pipeline and close-rate targets.
- Scoring
- • Score each KR from 0 to 1 at the end of the quarter. 0.7 on a stretch KR is a good result.
- • Weekly: owners give a confidence score so problems show up early.
How to do it with todo.is
- Copy the prompt and fill the [brackets] with your team, period, goal and current numbers.
- Paste it into todo.is on the Today screen or message it to your agent on Slack.
- Your agent drafts the OKRs, flags any that are really tasks and builds the Word doc and Excel tracker.
- Ask for changes like "less ambitious targets for sales" or "add a hiring OKR".
- Set a weekly to-do: "Every Friday at 3 pm, ask me on Slack for this week's confidence scores and update the tracker."
Tips for a better result
- Key results describe outcomes (from X to Y), not activities. If you can finish it by just doing it, it is an initiative.
- Keep it small: 2 to 3 objectives per team and 3 key results each. More than that and nothing gets focus.
- Measure the baseline before the quarter starts. A target without a starting point cannot be scored.
- Separate committed OKRs (must hit) from aspirational ones (0.7 is a win) so people are not punished for stretching.
- Do not tie OKR scores directly to bonuses; people will set safe targets.
OKR examples: FAQ
- What is a good OKR example? "Objective: Make getting help feel effortless. KR: cut first response time from 9 hours to 2 hours." The objective is qualitative and motivating, the key result is a measurable outcome with a baseline and target.
- What is the difference between OKRs and KPIs? KPIs are metrics you watch all the time to know the business is healthy. OKRs are the few things you want to change this quarter, and a key result often moves one of your KPIs.
- How many OKRs should a team have? Usually 1 to 3 objectives with 2 to 4 key results each per quarter. Fewer OKRs make it clear what matters most.
- How are OKRs scored? A common way is 0 to 1 per key result at the end of the period. Many teams treat 0.6 to 0.7 as success for stretch goals and 1.0 for committed ones.
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