OKR examples: 10 goals with key results
Company, department and personal goals — with key results you can measure: where we start and where we want to get.
The examples below are free. Goals and OKR in PapaHR are in the Pro plan: $1.50 per employee a month.
- Pick a similar goal below and change the numbers to fit you.
- In PapaHR, set goals for the quarter for the company, departments and people.
- Update the key results — PapaHR shows the progress.
OKR examples
Fill it in right here · Enter the current value to see the progress of each key result.
Grow without losing service quality · company
- Revenue growth vs last year0 → 20 %
- Customer NPS45 → 55
- Share of repeat orders30 → 40 %
Make sales predictable · department
- Sales plan completion85 → 100 %
- Lead-to-deal conversion12 → 18 %
- Average deal cycle45 → 30 dias
Fill vacancies fast and right · department
- Time to fill45 → 30 dias
- Newcomers who pass probation80 → 95 %
- Hires by referral10 → 25 %
Keep the key people · department
- Turnover per quarter6 → 3 %
- Team eNPS10 → 25
- Employees with a development plan20 → 60 %
Put operations in order · department
- Order errors4 → 1 %
- On-time delivery88 → 97 %
- Documented processes3 → 10 un.
Grow as a manager · employee
- Team members with a 1:1 every 2 weeks0 → 100 %
- Delegated tasks2 → 6 un.
- Team engagement index60 → 75 %
Hit my sales plan every month · employee
- Personal plan done70 → 105 %
- New clients in the quarter0 → 12 un.
- Meeting-to-deal conversion18 → 30 %
Grow in my role · employee
- Academy course completed0 → 100 %
- Tasks done without the manager's help40 → 80 %
- Process improvements I put in place0 → 2 un.
Make the service clients come back to · department
- Client complaints per month24 → 10 un.
- Service rating4.1 → 4.7 pontos
- Time to answer a client45 → 15 min
Get it right the first time · employee
- Tasks accepted the first time70 → 90 %
- Deadlines met75 → 95 %
- Process checklists I keep0 → 3 un.
How an OKR works
Objective — a goal in plain words: where we are going. Key results — 2–4 measurable results: how we will know we got there. Each has a starting value and a target.
How many goals to set
1–3 goals per quarter. More than that is a to-do list, not priorities.
Questions
How is an OKR different from a KPI?
KPIs are ongoing performance metrics. An OKR is a goal for the quarter that moves the company forward, with measurable results.
Can you set OKRs for an employee?
Yes: a personal goal is linked to a department or company goal. The examples above include personal goals.
How much does it cost in PapaHR?
Goals and OKR are in the Pro plan: $1.50 per employee a month when paid for a year. The examples on this page are free.
Goals the whole team can see
Sign up: the free plan opens the core of PapaHR, and goals and OKR come with Pro.