Any phase · Craft
Set and use OKRs
Objectives and key results, or OKRs, pair an inspiring goal with a few measurable results. Used well, they focus a team on outcomes rather than a list of tasks.
About 1-2 daysEvergreenLast reviewed 5 November 2026
Who this applies to
- Skills it builds
- Strategy and visionData and measurementPrioritisation and roadmapping
- PM types
- All
- Product types
- All
- Starting points
- All
- Ways of working
- All
- Experience
- All
- Size of organisation
- All
Steps, by experience
Beginner (under 1 year)
- Read your organisation's goals first.
- Write one to three objectives: short statements of what you want to achieve.
- For each, write three to five key results that measure progress. They should be outcomes, not tasks.
- Check each key result has a baseline and a target.
- Review progress every two to four weeks.
- Score them honestly at the end and learn from the misses.
Intermediate (1 to 4 years)
- Draft objectives linked to company goals.
- Write measurable, outcome-based key results.
- Review progress regularly and adjust work.
Experienced (5+ years)
- Align OKRs across teams without creating a rigid hierarchy.
- Use OKRs to drive conversations about trade-offs.
- Coach teams to write outcomes, not output.
Who can do this
Owner: Product manager
Can be delegated to
- Data Analyst or Performance Analyst: Find baselines for key results
- Delivery Manager: Track progress and organise reviews
Reviewed by: Delivery Manager, Tech Lead
Tool examples
- Confluence
- Use an OKR template page and update it each review.
- Notion
- Keep OKRs in a database linked to roadmap items.
- Jira
- Link epics to the key result they move.
Definition of done
- One to three objectives agreed
- Key results measurable with baselines
- Regular review in place
Common pitfalls
- Key results that are tasks
- Too many OKRs
- Setting them and not looking again until the end