Free OKR Generator
Create objectives with measurable key results and initiatives in seconds
Ready to Generate OKRs?
Enter your department, company mission, and timeframe to get started. Our AI will generate objectives with measurable key results and suggested initiatives.
Set better goals with OKRs
OKRs (Objectives and Key Results) are how teams set ambitious goals and track whether they're actually getting there. The objective says what you want to accomplish. The key results tell you how you'll know when you have. Without that second part, goals are just wishes.
This tool generates OKRs from your department, mission, and current challenges. You get 2-3 objectives with measurable key results and initiatives your team can act on. Think of it as a starting point for the planning conversation, not the final word.
Why teams that use OKRs get more done
Everyone pulls in the same direction
OKRs connect individual work to company goals. When an engineer can see how their project supports a department objective, they make better decisions about what to prioritize.
Progress you can actually measure
Key results force you to define what success looks like with numbers. "Improve onboarding" becomes "Reduce time-to-first-value from 14 days to 5 days." Now you know if you're winning.
Fewer goals, better results
Limiting yourself to 2-3 objectives per quarter means saying no to good ideas so you can say yes to the best ones. OKRs are as much about what you won't do as what you will.
Honest conversations about progress
Weekly OKR check-ins surface problems early. When a key result is trending red at week 4, the team can adjust course instead of discovering at the end of the quarter that they missed.
Tips for writing OKRs that actually work
Most OKR failures come from writing bad ones. A few things that help:
1. Objectives should inspire, key results should be cold math
A good objective makes you want to get out of bed. "Build the onboarding flow users actually finish" beats "Improve onboarding metrics." But key results need specific numbers, no wiggle room on whether you hit them or not.
2. If you can't fail, it's not an OKR
OKRs should be ambitious enough that hitting 70% is a good outcome. If you consistently score 100%, your goals are too safe. The discomfort is the point.
3. Review weekly, not quarterly
The biggest mistake teams make is setting OKRs in January and checking them in March. Schedule a 15-minute weekly review. Look at each key result, update the score, and talk about what's stuck.
