Here are OKR examples for every team — each with one ambitious Objective and two to four measurable Key Results. A good example pairs a qualitative direction with numbers that prove it, like: Objective — “Make new teams love their first week”; Key Results — activation 40% → 60%, time-to-first-goal under 5 minutes, and 30% of new teams invite a teammate. Adapt any of these to your own numbers.
The objectives here are deliberately ambitious — aim so that hitting around 70% is a win. New to the framework? Start with the OKR guide →. Want single-goal templates instead? See SMART goal examples → Setting goals for a whole team? See goal setting for small teams →
What a good OKR example looks like
Key result: “Launch the new onboarding flow.”
Key result: “Lift week-one activation from 40% to 60%.”
The objective is qualitative and inspiring; the key results are measurable outcomes, not tasks. If a key result is something you can simply tick off, it’s a to-do — rewrite it as the result that to-do is meant to create.
OKR examples for the whole company
Objective: Build the foundation for sustainable growth
KR1: grow MRR $8k → $20k · KR2: lift net revenue retention 95% → 105% · KR3: reach 50 paying customers — by year-end.
Objective: Make the business more efficient
KR1: CAC payback 14 → 9 months · KR2: gross margin 72% → 80% · KR3: burn multiple 1.5 → 1.0 — by year-end.
OKR examples for marketing
Objective: Become a go-to resource in our niche
KR1: organic traffic 2k → 8k/mo · KR2: 500 newsletter signups · KR3: 20 referring domains — by Q4.
Objective: Turn content into a growth channel
KR1: content-sourced signups 20 → 80/mo · KR2: email list 1k → 3k · KR3: 3 partner co-marketing launches — by Q4.
OKR examples for sales
Objective: Build a repeatable outbound motion
KR1: 25 qualified demos/mo · KR2: demo → trial 20% → 30% · KR3: $10k new MRR — by Q3.
Objective: Tighten the funnel
KR1: lead → demo 25% → 40% · KR2: sales cycle 45 → 30 days · KR3: win rate 22% → 30% — by Q3.
OKR examples for product
Objective: Make the first week effortless
KR1: activation 40% → 60% · KR2: time-to-first-goal under 5 min · KR3: NPS 30 → 45 — by Q3.
Objective: Make the core loop habit-forming
KR1: WAU/MAU 35% → 50% · KR2: teams setting a 2nd cycle 40% → 65% · KR3: check-in adoption 30% → 60% — by Q4.
OKR examples for engineering
Objective: Make the product fast and reliable
KR1: LCP 3.2s → under 2.0s · KR2: incidents 6 → 2 per quarter · KR3: 99.9% uptime — by Q3.
Objective: Ship faster without breaking things
KR1: deploy frequency 2 → 10/week · KR2: change-failure rate 15% → 5% · KR3: mean time-to-recovery 4h → 1h — by Q3.
OKR examples for customer success
Objective: Turn new teams into sticky ones
KR1: churn 4% → 2.5% · KR2: 60% of teams set a quarter plan · KR3: 40 reference customers — by Q3.
Objective: Make onboarding a wow
KR1: onboarding completion 55% → 85% · KR2: time-to-value 10 → 3 days · KR3: 30% of teams book a kickoff call — by Q3.
OKR examples for HR & people
Objective: Build a team that loves working here
KR1: engagement 3.6 → 4.2 of 5 · KR2: time-to-hire 45 → 30 days · KR3: 90% onboarding completion — by year-end.
Objective: Level up how the team grows
KR1: 100% of staff with a development plan · KR2: internal-fill rate 20% → 40% · KR3: eNPS 10 → 30 — by year-end.
How to adapt these OKRs
Every example is a starting point. Three moves make one yours. Writing one from scratch instead? See how to write OKRs. Looking for somewhere to keep them once they’re written? See OKR software for small teams →
Keep the objective, rewrite the key results
The objective sets direction — borrow it freely. The key results carry your reality, so replace the numbers with your own baselines and targets.
Make every key result an outcome
If a key result reads like a task (“launch X”), rewrite it as the result that task should produce (“lift activation to 60%”). Outcomes, not to-dos.
Set the stretch so ~0.7 is a win
Good OKRs are ambitious. Calibrate targets so that hitting around 70% counts as strong — if you’d always score 1.0, aim higher.
OKR examples — quick answers
What’s a good example of an OKR?+
Objective: “Make the first week effortless.” Key results: activation 40% → 60%, time-to-first-goal under 5 minutes, and NPS 30 → 45 — by the end of Q3. One qualitative direction, three measurable outcomes.
How many key results should each objective have?+
Two to four. Fewer than two and the objective isn’t well-defined; more than four and nobody tracks them all. Pick the handful that genuinely prove the objective is met.
Are these company-level or team-level OKRs?+
Both — the first set is company-wide and the rest are team-level. In practice they cascade: team OKRs should ladder up to the company’s so everyone pulls the same direction.
What’s the difference between OKR examples and SMART goal examples?+
An OKR pairs one ambitious objective with several measurable key results, built for team alignment. A SMART goal is a single well-formed goal. A strong key result is often just a SMART goal — see the SMART goal examples if you want single-goal templates.
How ambitious should the targets be?+
Ambitious enough that hitting roughly 70% is a good result. If your team consistently scores 100%, the OKRs are too easy. Keep scores out of performance reviews so nobody lowballs the targets.