Get inspired and set great OKRs from this ready to use OKR library (100+ OKR Templates for every department)
Integrate seamlessly with any API-based modern work system such as Jira or Asana, as well as Slack for goal updation, communications, updates, reminders, and reviews.
Yes. All these templates are available in Peoplebox platform. You can simply add them in a single click and edit them to personalize for you.
Absoultely. You can edit them and use it however you may like.
It is recommended to have 3-5 objectives with minimum 2 key results for each objective for quarterly goals. An objective state where you want to go or what you want to achieve. They should be tangible and action-oriented, but may or may not be objectively measurable. Objectives are meant to be ambitious and should make you slightly uncomfortable.
The ideal key result is quantitative, measurable, and objectively gradable.Key results should show the most important things that need to be done in a quarter, not every task that is done in a day.
Read more to know do’s and don’ts on writing OKRs here.
Both OKR and KPI are tools to set goals but they are different in a few ways.In OKRs the process to achieve goals is also taken into account while in. OKRs act as the bridge between ambition and reality. On the other hand, KPI's focus is mostly on the outcome. It measures the success, output, quantity, or quality of an ongoing process or activity. They measure processes or activities that are already in place. Read more to know how they are different but better work together here.
Don't set too many OKRs as that will remove the focus from priorities.
OKRs are the best goal-setting framework because they provide a clear, measurable, and adaptable way to track progress towards an organization’s goals. They foster focus, transparency, accountability, and alignment while promoting continuous improvement and agility.
Google, Intel, Amazon, Microsoft, Twitter, LinkedIn, Adobe, Facebook, Oracle and many others use OKRs. OKRs have become a popular goal-setting framework in the tech industry, but they are being adopted increasingly by organizations across various sectors and industries due to their proven effectiveness in driving results.
OKRs focus on setting specific and measurable objectives and tracking key results, while KPIs measure the performance of specific processes or activities to achieve specific business goals.
It is recommended to have 2-3 Objectives per quarter or cycle, with 3-5 Key Results per Objective.
It is recommended to review OKRs regularly, typically every month & quarter, as this allows enough time to measure progress and make meaningful adjustments.
The best way to track OKRs is through a dedicated OKR software tool, which can help you to create, manage, and track your OKRs in one place without putting a lot of manual effort.
Yes. All these templates are available in Peoplebox platform. You can simply add them in a single click and edit them to personalize for you.
Absoultely. You can edit them and use it however you may like.
It is recommended to have 3-5 objectives with minimum 2 key results for each objective for quarterly goals. An objective state where you want to go or what you want to achieve. They should be tangible and action-oriented, but may or may not be objectively measurable. Objectives are meant to be ambitious and should make you slightly uncomfortable.
The ideal key result is quantitative, measurable, and objectively gradable.Key results should show the most important things that need to be done in a quarter, not every task that is done in a day. Read more to know do’s and don’ts on writing OKRs here.
Both OKR and KPI are tools to set goals but they are different in a few ways.In OKRs the process to achieve goals is also taken into account while in. OKRs act as the bridge between ambition and reality. On the other hand, KPI’s focus is mostly on the outcome. It measures the success, output, quantity, or quality of an ongoing process or activity. They measure processes or activities that are already in place. Read more to know how they are different but better work together here.
Don’t set too many OKRs as that will remove the focus from priorities.