OKR Examples For Leaders and Managers

Every leader’s dream is a team capable of maintaining focus, making decisions autonomously and being responsible for their results, be they good or bad.

It’s not always easy for leaders to cultivate focused teamwork, accountability and ownership of the deliverables. To help leaders better manage their teams there’re many task management, time tracking or goal-setting software available.

However, goal-setting or team management software alone can’t truly change a team’s mindset and the entire company culture. For that, a specific goal-setting methodology combined with dedicated software would be needed.

You might’ve already heard of OKRs.

OKRs are a way to lead your team and focus on outcome-oriented and data-driven management instead of output-focused management. Outcomes are the measurable results that you want to achieve through purposeful and focused execution. Outcomes are about measuring what matters and delivering real, valuable business results.

If you’ve never tried OKRs before, take a look at our OKR examples that have been made for leaders and managers to drive a smoother OKRs adoption within a company or a team. 

👉 Using a tool like Weekdone can help you write OKRs, align them throughout the team, and track progress.

Using OKR examples

A few things to know about using OKRs before we move on to the OKR examples. 

For a company-wide OKR process, there are two main levels for quarterly OKR goal-setting: 

1) Company level overarching directional goals (the Company Objectives) 

2) Team-level operational (actionable) Objectives and their Key Results. 

If you follow OKR best practices, the Team level Objectives and Key Results would contribute to the Company level Objectives. 

The Team Objective is qualitative and sets a direction for improvement. The success of an Objective is defined by Key Results (KRs). Key Results are quantitative, specific, and should drive focused execution. Good OKRs keep the team focused on the most important priorities and spark engaging conversations every week.

Here are OKR examples for the leaders and managers of various departments to consider when organizing brainstorming sessions for their Team OKRs:

Recruitment Manager OKR Examples

Objective: Create a successful recruitment LinkedIn outreach campaign for Senior Engineering experts

Key results:

KR1: Conduct seminars in universities & collect over 100 emails for the talent pool

KR2: Harvest LinkedIn to source 250 potential new candidates

KR3: Redesign our careers webpage to drive 5% increase in website applicants

Objective: Research & improve best job advertising practices

Key results:

KR1: Review competitor’s hiring campaigns and gather 3 insights we could use

KR2: Review 3 new candidate channels

KR3: Increase average qualified candidates per advert from 10 to 15

HR Manager OKR Examples

Objective: Improve internal communication and workflows to reduce rework and misalignment

Key results:

KR1: Moderate 13 alignment sessions between CS and Development with at least 80% of team members attending 

KR2: Reduce the % of resolved tasks being reopened by the owner for further iterations

KR3: Organize 7 team presentations with each team presenting their internal wins and challenges

KR4: Increase weekly satisfaction with communication quality (between Compliance and Business Development) from 2/10 (current) to 7/10

Objective: Improve the new-hire onboarding process in the Product team to ensure talent retention

Key results:

KR1:Complete 5 sections of the must-have onboarding toolkit 

KR2: Interview 7 team members about their own onboarding experience and what they would improve about it

KR3: Achieve average onboarding satisfaction score of 8/10 points 

Objective: Research improvement opportunities for a better onboarding process

Key results:

KR1: Interview 6 department heads about their current onboarding process

KR2: Interview 10 new joiners to collect feedback on the onboarding process 

KR3: Research 5 competitors’ onboarding practices for different departments

Objective: Understand employees training needs and implement a training program

Key results:

KR1: Interview 80% of employees and list top 3 key competencies that need to be developed

KR2: Complete 3 key competency training sessions with average score over 80%

KR3: Follow up with all participants and 70% feel more confident with work tasks

Head of Marketing OKR Examples

Objective: Improve our presence on relevant review websites, forums and groups to nurture leads with high buying intent

Key results:

KR1: Increase the number of positive brand mentions on web from 3000 to 6000 (30-days average)

KR2: Increase the number of published reviews from 10 to 50 on Capterra

KR3: Achieve 60+ demo requests from discussion forums & groups

KR4: Make sure 80+% of demo requests are further qualified as good leads

Content Marketer OKR Examples

Objective: Improve our content distribution via forums and communities 

Key results:

KR1: Research 20 relevant communities for each platform: Quora, Reddit, LinkedIn, Facebook

KR2: Prepare 40 post templates to distribute our blog articles in the comments section

KR3: Increase our blog traffic from 5,000 to 8,000 new visitors per months coming from forums and communities

Objective: Improve the SEO of our cornerstone content

Key results:

KR1:10 cornerstone content articles has 5 or more backlinks

KR2: Publish 10 guest blog posts linking to cornerstone content on relevant sites with DA 40+

KR3: 15 cornerstone content articles has at least 10 internal links

KR4: 100% of our cornerstone content loads in 3 seconds or less

Marketing Manager OKR Examples

Objective: Improve community management to encourage positive word-of-mouth

Key results:

KR1: Increase the # of referrals from clients 2% to 15%

KR2: Grow the newsletter contact base from 1000 to 4000 people

KR3: Increase the number of signups from the testimonials page from 200 to 500 

Objective: Establish a strong brand presence in the new city to put our name next to the biggest local competitors 

Key results:

KR1: Get 5 earned placements in local media

KR2: Collaborate with industry influencers that drive pre-orders worth $100,000

KR3: Achieve 5000 mentions on social media of our brand name next to the biggest local competitors

Objective: Run messaging and timing experiments in top channels to generate more Marketing Qualified Leads (MQLs)

Key results:

KR1: Increase email marketing MQLs from 100 to 150

KR2: Increase AdWords MQLs from 70 to 100

KR3: Increase organic search MQLs from 45 to 60

Objective: Revamp our approach to promoting virtual events to improve outbound marketing performance

Key results:

KR1: 50+ qualified leads from webinars

KR2: 200+ prospects from conferences, exhibitions and networking events

KR3: 100+ qualified leads from outreach campaign

Objective: Improve our Google Ads campaigns on the UK market

Key results:

KR1: Run 10 Google Ads campaigns for 10 different target groups in the UK

KR2: Increase paid new visitors in the UK from 1000 to 2500 per month

KR3: Increase CTR of ads from 1% to 2%

Objective: Increase community engagement on our social media pages

Key results:

KR1: Increase the number of posts with 30+ comments from 2 to 30

KR2: Convert 60% of new leads coming from influencers 

KR3: Increase average Instagram Stories views from 5,000 to 10,000 on average

Head of Sales OKR Examples

Objective: Improve the way we nurture relationships with potential customers at an early stage 

Key results:

KR1: Increase the number of second meetings booked from 10% to 40% on average

KR2: Improve the email response rate from 5% to 10%

KR3: Receive at least 50% of lost deals replying to the “why not us” survey

Sales Manager OKR Examples 

Objective: Increase the quality of our sales approach

Key results:

KR1: Have all (10) salespeople listen in to at least 3 product demos of other team members

KR2: All (10) salespeople complete best practices sales process training with 80% test score

KR3: SQL to Win rate improves from 35% to 45%

Product Manager OKR Examples

Objective: Research early-stage customers’ expectations and needs so we can improve the areas that actually matter

Key results:

KR1: Watch 100 early-stage product usage recordings and summarize learnings

KR2: Get 30 interviews from early-stage customers 

KR3: Analyze all the learnings and agree on the 3 main areas to be worked on 

Objective: Get different customer types to complete their respective “jobs” in the product faster in the first entry 

Key results:

KR1: Increase the % of HR admins who use the pulse survey feature within 7 days after sign up from 10 to 25 %

KR2: Increase the % of company leaders who set up a birds eye view dashboard within 7 days after sign up from 2 to 20 %

KR3: Increase % of users who login 3 times within 10 days after sign-up from 5 to 15 %

Objective: Improve user onboarding and activation experience

Key results:

KR1:Increase self-serve activation rate from 15% to 30%

KR2: Reduce time to wow moment (using your main feature) from 4 days to 1 day

KR3: Increase profile completion rate from 40% to 85%

KR4: Improve paid trial conversion from 27% to 35%

Product Owner OKR Examples

Objective: Allow more personalization opportunities to create emotional attachment to the product

Key results:

KR1: Increase the number of users who customize their personal dashboard from 20 to 45 %

KR2: Enable the most commonly asked customizations and get at least 1000 users to change at least one of them

KR3: Reduce the users usage drop-off after 40 days average  from 60 to 40 %

Objective: Find product market fit for the Ideal Customer Profile (ICP)

Key results:

KR1: Conduct 15 problem interviews with buyers that match our ICP 

KR2: Get internal feedback score of 10/10 from the sales team

KR3: Get usability score above 8/10 on UX mockups from 15 existing customers

KR4: Test top 5 ideas that come from the interviews 

Objective: Increase the number of new features in the pipeline

Key results:

KR1:Total # of new features in consideration, estimation, or planning stages increased from 2 to 5

KR2: Increase the total # of new features in active development from 3 to 7 per quarter

KR3: Increase the total # of new features released from 3 to 5 per quarter 

Head of Operations OKR Examples

Objective: Improve internal document management system

Key results:

KR1: All 7 teams agree and implement folder structures

KR2: 7 teams complete the move and consolidation of 100% of document to the new structure

KR3: Collect feedback from all users and over 80% are positive

Software Engineer OKR Examples

Objective: Test A, B, C tools to select the best one

Key results:

KR1: Test the development process with A, B, C tools on 6 different features

KR2: Evaluate tools A, B, and C with 4 main parameters (1-speed, 2-accuracy, 3-security, 4-integration with other tools) to determine which one matches our needs

KR3: Test the tool with the highest matching score developing 5 more features to ensure consistent results

Graphic Designer OKR Examples

Objective: Support Marketing with designed content that catches more attention

Key results:

KR1: Add infographics to our blog post and achieve 100 downloads per post on average

KR2: Update current ad designs to increase ad clicks from 11k to 20k

KR3: Redesign our e-book page to increase conversion rate of page views to downloads from 40% to 60%

Head of Design OKR Examples

Objective: Become a strong design driven company

Key results:

KR1: All 7 teams participate in the new guidelines presentation meeting

KR2: All 24 of our software page layouts have been updated based on new guidelines

KR3: All 7 teams have their public and shareable materials only with our design

KR4: Employee survey confirms that 90% of employees feel that we stick to our design more then before

Head of Finance OKR Examples

Objective: Improve budgeting transparency and update speed

Key results:

KR1: Confirm structure meets the needs of 5 Teams Leaders and CEO (6 people)

KR2: Reduce expense submission entry from 30 days to 7 days

KR3: Maintain expense to revenue ratio of 30% or less

Customer Support Manager OKR Examples

Objective: Improve satisfaction with customer support team

Key results:

KR1: Increase good and great ratings from 40 to 60

KR2: Develop 15 full answers to common questions

KR3: Improve first time response rate from 60 to 30 minutes average

Office Manager OKR Examples

Objective: Make the office a desirable place to work

Key results:

KR1: Gather feedback from 80% employees on improvement ideas

KR2: Solve top 3 problems identified

KR3: Confirm improvements in discussion with 10 people

CEO OKR Examples

Objective: Be excellent and customer-centric in whatever we do

Key results:

KR1: All 6 teams have an internal brainstorm meeting: “How can we improve? Why are we not the best yet?” and come up with 3 improvements

KR2: Benchmark everything related to product to 10 key competitors

KR3: Get 100 customers survey responses on their thoughts on where we need to be better

KR4: Create an list of 3 company-wide improvement areas

How do you set a good OKR: Team level vs individual level goals?

Many leaders that are starting with OKRs think that for success, you should tell your employees to set personal OKRs and keep a close watch on how each and one of them is doing. Leaders and managers hope that individual OKRs add more responsibility and therefore people take more action.

In reality, what happens is that people feel frustrated and don’t understand why they have to do it. They set easy and rather task-based OKRs which actually don’t bring any value to the bigger picture. Instead of collaborating and creating brilliant ideas together, they struggle alone with small tweaks. Eventually, forcing individual OKRs might just kill any motivation to do OKRs at all. 

Leaders have to be careful with personal OKRs as individual goals are important, but their focus should be on personal development. There is a huge difference between setting team goals that drive the company forward versus people developing themselves to have a better career and happier life. 

Personal OKRs drive people to be competitive and divide the team while Team OKRs encourage collaboration and exchange of great ideas. The purpose of Team OKRs is to actually focus people to work towards KRs every day and not to let them struggle alone with the challenges. Those become team challenges that will be solved a lot quicker because many heads are put together.

Ready to set your team’s OKRs for the next quarter and lead your team to meaningful results?