ℹ️ Available on all plans.
OKRs set the direction for change. An Objective describes the outcome you want to achieve within a Timeframe, and its Key Results measure progress toward it. Use OKRs for what you want to change, and KPIs for what you want to keep healthy.
An OKR belongs to your company, to a team, or to one person. Company OKRs set the direction for the whole company, usually for a year. Team OKRs show how a team contributes, usually per quarter. Individual OKRs track the goals of one person.
Add an Objective
ℹ️ Adding a Company OKR requires Superadmin rights. Team OKRs can be added by members of that team, Admins, and Superadmins.
Go to Home, Explore, your company's page or the team's page, and click + Add goal.
Select Objective.
In the Add new goal form:
Enter a Name (1).
Check the Team (2). Select your company for a Company OKR or a team for a Team OKR. To make an Individual OKR, leave the Team empty. This is only possible when Individual goals is turned on. See Features.
Choose the Lead (3): The person responsible for the Objective. For a Company OKR, this is usually the CEO or another Executive.
In Align to, select the goal this Objective supports (4). Company OKRs usually align to a Strategic Pillar, and Team OKRs to another Objective. Select a KPI if the Objective should improve that KPI. Leave the field empty if nothing applies.
Check the Timeframe (5). Company OKRs usually run for a year, and Team OKRs for a quarter.
Click Create (6). To finish it later, click Save as draft. See Save an Objective as a draft.
Under Advanced options in the same form, you can add Contributors, a Description, and Tags, and set the Visibility (Private is available on Supreme).
💡 To draft OKRs with AI, select Draft with AI in the + Add goal menu. See AI Agent.
Save an Objective as a draft
Save an Objective as a draft to plan ahead, for example for next quarter, or to keep a backlog of ideas.
When you add an Objective, click Save as draft instead of Create.
When you're ready, open the Objective and click Activate. You can also change its Stage to Active in the Details panel or the Cascade view.
Important
You can save Key Results and Initiatives as drafts the same way.
Drafts don't become active automatically when their Timeframe starts.
Drafts don't count toward progress on team pages or in Performance Dashboards, and you don't get reminders to update them.
You can align other OKRs to a draft OKR.
To find drafts, filter the Stage for Draft on Home, Explore, or a team's or user's page.
To hide drafts from people outside the team, a Superadmin can turn on Limit draft Objective visibility in Features. Drafts are then only visible to team members, Admins, and Superadmins until they're activated.
Add Key Results
Key Results measure progress toward the Objective and make clear what success means.
Open the Objective. Right after you create it, click View goal in the confirmation message.
Click + Add sub-goal > Key Result.
Fill in the Key Result and click Create. See Key Results.
If a Company Objective is hard to measure with Key Results, let its aligned Objectives drive its progress instead. See Progress drivers.
Add Initiatives
Initiatives are the projects and tasks you work on to reach a Key Result.
Open the Key Result.
Click + Add sub-goal (1) and select Initiative (2).
Fill in the Initiative and click Create.
You can also add Initiatives under a KPI, or add standalone Initiatives that aren't aligned to another goal. See Initiatives.
Create an OKR to improve a KPI
Is a KPI unhealthy, or do you want to reach a new target? Create an OKR that aligns to the KPI.
Open the KPI.
Click + Add sub-goal (1) and select Objective (2). The KPI is already selected in Align to.
Fill in the Objective and click Create.
You can also select a KPI in Align to when you add an Objective. An OKR can align to any KPI, even one from another team. Aligned OKRs show under Aligned Goals on the KPI's page.
Edit an Objective
Open the Objective to edit it:
Change the Stage, Timeframe, Visibility, update frequency, or Tags in the bar under its name (1).
Change the Team, Lead, Contributors, alignment, and other details in the panels on the right (2).
To close, archive, clone, or delete the Objective, click the kebab menu (3). See Close, archive, and delete goals.
You can also edit the Team, Lead, Timeframe, Stage, Tags, and Contributors directly in the Cascade view on Home, Explore, and team and user pages. To rename or re-align an Objective there, click the kebab menu next to its name.
Good to know
What's the difference between Company, Team, and Individual OKRs?
A Company OKR belongs to your company and shows on your company's page. A Team OKR belongs to one team and shows on that team's page. An Individual OKR has no Team, only a Lead. Otherwise they work the same way.
Only Superadmins can add or clone Company OKRs. The Objective lead, Contributors, and Superadmins can edit or close them. Team OKRs can be added and edited by members of that team, the goal lead, Contributors, Admins, and Superadmins. Individual OKRs follow the same rights as Team OKRs. See Roles & rights.
Why can't I leave the Team empty?
Individual OKRs are only available when a Superadmin has turned on Individual goals in Features. To learn when individual OKRs make sense, read our guide to individual OKRs.
Can I keep individual OKRs in a team instead?
Instead of leaving the Team empty, you can add individual goals to the person's existing team, for example the Sales team, and make that person the Lead of the Objective, its Key Results, and its Initiatives. Or create one team for all individual goals, for example "Individual goals", and select it as the Team.
Who can see individual OKRs?
Like other goals, individual goals are visible to everyone. On Supreme, you can make them private so only the individual and their manager can see them. See Private goals.
How do I write good OKRs?
Make each Objective an outcome, not a project: Ask where you'll see the impact of the work. Keep it inspirational, understandable, within your team's influence, and time-bound. If a metric only needs to stay healthy, add it as a KPI instead.
For examples, see the OKR examples for Customer Success, HR, Marketing, Operations, and Sales teams.
Need help?
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