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Setting the right goals and following through on them can be challenging — especially if you don’t know what objectives to focus on or how to get employees and leaders to collaborate effectively. 

That’s where the objectives and key results (OKR) methodology can help you align teams across your organization and improve engagement and productivity. This approach increases transparency around your company’s strategic direction, allowing you to focus on what individuals and teams can do to push the needle forward. 

Getting started from scratch can be overwhelming. That’s why, in this article, you’ll read more about:

  • What OKRs are
  • How to set OKRs
  • OKR examples for every department
💥 Drive alignment and transparency across teams with Leapsome!

Our goals and OKR management software lets you implement and track company goals and increase accountability with dashboards and progress timelines.

👉 Learn more

What are OKRs? 


OKRs is a management and goal-setting system that stands for objectives and key results
. It enables organizations to break down ambitious goals into bite-sized, manageable, and measurable tasks, which should be tracked in predefined cycles (i.e., monthly, quarterly, or whatever suits your company).

This method is a great way to increase productivity and focus, improve transparency, and align companies around common goals. That’s because it requires employees to write down their objectives, share them with their departments, and hold each other (and management) accountable for progress.

When done right, an organization’s OKRs help individuals understand the why behind company decisions. This creates alignment and makes your people feel involved and engaged in the organization’s broader vision.

💡 Want to learn more about OKRs and their role in employee engagement? 

Check out our guide “What are OKRs? Explanation, examples, and how to set them.”

🤫 It includes a free, downloadable OKR template to help get you started.

How to set OKRs


The first step in determining your objectives and key results is defining your long-term business priorities
. To do that, use your organization’s strategic vision as a benchmark. 

For example, if your long-term vision is to have meaningful relationships with your clients, your priority could be building systems and operations dedicated to improving client satisfaction. 

Then, translate your priorities into objectives and break them down by department. Engage in conversation with each department leader and work together on understanding how they can push the overall vision forward.  

Finally, choose three to five objectives per department, set a timeframe, define key results, assign ownership, and track progress.

💡 Looking for an in-depth, step-by-step guide to help you set your OKRs?

Check out our playbook on how to set and implement OKRs.

Other best practices to remember when setting OKRs include:

  • Be ambitious, but not unrealistic. Don’t be afraid to aim high with your OKRs.
  • Keep it simple. Try not to set too many objectives, so your team stays focused.
  • Make your key results measurable. Objectives can be aspirational, but your key results should be precise and quantifiable. 
  • Don’t feel like you have to achieve a 100% completion rate. Reaching 60-80% is the sweet spot for OKRs. 
  • Celebrate success. Praising your team for their achievements, regardless of their scope, is a great way to keep everyone engaged and motivated.
  • Keep open lines of communication and foster a feedback culture. Hear your people out to ensure the established OKRs make sense in practice and are a good use of everyone’s time. 
💪 Drive alignment and motivate your team with Leapsome!

Our goals and OKR management tool empowers you to easily create, track, and collaborate on objectives at all levels.  

👉 Learn more

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OKR examples for every department


Setting up your OKRs can be an intimidating task. That’s why we’ve put together a list of 25 OKR examples, divided by department, to help you get your creative juices flowing and take your first steps. Just remember that these examples aren’t a one-size-fits-all solution, but rather inspiration for your unique company and objectives.

Overall company strategy OKRs


Company-wide OKRs align entire organizations so they can collaboratively tackle high-priority challenges
. And remember, these objectives will determine individual department OKRs. That’s why you need to be crystal clear on your company’s strategic business goals and values at the outset.   

Let’s take a look at some examples:

Objective 1: Achieve a 20% profit margin 

Key result 1:
Run monthly audits and cut out unnecessary expenses  

Key result 2:
Create a core offering that sets the company apart from competitors 

Key result 3: Win 10 new clients with [x] Annual Recurring Revenue (ARR)

Objective 2: Make the company a great place to work

Key result 1: Run two engagement surveys per quarter

Key result 2: Review and improve compensation packages through salary benchmarking practices 

Key result 3: Achieve an employee Net Promoter Score (eNPS) score of 60 or above

Objective 3: Turn company clients into advocates

Key result 1: Gauge customer loyalty via NPS assessment

Key result 2: Receive an NPS score of 60 or higher 

Key result 3: Monitor service standards during monthly 1:1 calls with clients

Objective 4: Enter the European market

Key result 1: Hire three managers based in Germany to lead regional operations

Key result 2: Set up legal entities in Germany and France 

Key result 3: Win five new European clients in Q4

HR OKR examples


The human resources (HR) department’s objectives and key results should focus on enhancing the employee experience and talent recruitment strategies. When done effectively, these initiatives will support company goals by increasing productivity, improving customer retention rates, and optimizing processes.   

A screenshot of the Leapsome platform showcasing its people and culture OKR features.
Leapsome’s goals and OKR management software promotes accountability and transparency across organizations



Here are some HR OKR examples to get you started:

Objective 1: Improve employee retention rates by 50% by the end of Q4

Key result 1: Build personalized development frameworks for employees 

Key result 2: Conduct monthly pulse surveys to gauge employee sentiment 

Key result 3: Build a wall of praise to encourage public recognition between colleagues

Objective 2: Grow team culture and engagement  

Key result 1: Reach an 80% response rate in engagement surveys 

Key result 2: Engage remote employees by establishing a robust internal communication strategy

Key result 3: Organize monthly team-building exercises

Objective 3: Launch a growth training program for department leaders 

Key result 1: Conduct regular 1:1 meetings and define ideal growth opportunities for each team member

Key result 2:  Define a training budget for each department 

Key result 3: Arrange at least one monthly training session for each department leader

Objective 4: Increase productivity across teams 

Key result 1: Evaluate employee performance and identify factors that can sink productivity

Key result 2: Offer time management training to employees  

Key result 3: Automate or outsource time-consuming tasks  

Marketing OKR examples


By defining objectives and key results, marketing teams can identify the metrics that matter and shift their focus to campaigns that deliver the highest possible return on investment (ROI)
. For example, testing brand awareness key results will help your employees decide which strategy to invest in (for example, paid advertising or leveraging user-generated content).

Here are some examples of marketing OKRs:

Objective 1: Increase brand awareness 

Key result 1: Publish 15 blog posts to drive at least 2,000 new unique website visitors in Q2 

Key result 2: Connect and build relationships with 10 key industry influencers 

Key result 3: Create an employee LinkedIn challenge to encourage employee social media activity

Objective 2: Define the company’s ideal customer profile (ICP) 

Key result 1: Offer specialized training to your marketing team on ICP creation 

Key result 2: Conduct market research into dream customers within the industry

Key result 3: Run customer interviews and collect data

Objective 3: Increase collaboration between marketing and sales teams

Key result 1: Identify communication gaps by running surveys

Key result 2: Hold weekly cross-departmental meetings between the marketing and sales teams to create alignment

Key result 3: Exchange monthly data reports to break down silos

A photo of a person sitting behind a table working on their laptop.

Sales OKR examples


Implementing and tracking OKRs can help your sales team become more outcome-focused (e.g., deals closed) as opposed to output-focused (e.g., calls made). This creates alignment and transparency and increases engagement by demonstrating how effective sales initiatives are in advancing company goals.  

Let’s look at some examples of sales team OKRs:

Objective 1: Hit sales target of US$50 million in global sales

Key result 1: Conduct a weekly sales pipeline review process 

Key result 2: Automate time-consuming tasks to free up employee time   

Key result 3: Upsell products and services to 15% of current clients

Objective 2: Increase the sales team’s productivity 

Key result 1: Hire two sales interns 

Key result 2: Increase automation for customer relationship management (CRM) initiatives 

Key result 3: Build a sales training program

Objective 3: Increase win rate to 20%

Key result 1: Invest in new sales technology stack to improve customer communication

Key result 2: Collaborate with the marketing team to better understand opportunities

Key result 3: Hire a training company to improve sales skills

Objective 4: Recruit new talent and increase retention within the sales team

Key result 1: Build (or refine) a development framework for sales roles 

Key result 2: Hire five new account executives in Q2 

Key result 3: Revise the sales team’s salary benchmarks

Engineering OKR examples


OKRs reduce siloed work and help engineering teams keep sight of their overall focus
. This method also creates department-wide awareness about each team’s current tasks, functions, and progress. 

Here are some engineering OKR examples to inspire you:

Objective 1: Improve product quality 

Key result 1: Reduce the number of average bug tickets from 60 to 45 per month 

Key result 2: Introduce a pair programming practice to reduce coding errors  

Key result 3: Implement automated testing to improve coding accuracy

Objective 2: Reduce technical debt 

Key result 1: Identify factors causing technical debt accumulation 

Key result 2: Put test coverage in place to detect a change in code

Key result 3: Refactor code on inherited code

Objective 3: Boost career development for the engineering team

Key result 1: Increase promotion rate to 20% by Q4

Key result 2: Hold regular 1:1 meetings with employees to discuss career advancement opportunities  

Key result 3: Invest in monthly training calls with industry experts

A photo of two professionals looking at a laptop screen.

Revenue operations OKR examples


Revenue operations (RevOps) professionals focus on how all company departments work together to increase revenue and drive business growth. That’s why the success of revenue operations OKRs depends on the collaboration of employees and leaders across organizations.

Let’s take a look at some examples:

Objective 1: Drive alignment between customer service, marketing, and sales departments

Key result 1:
Set up weekly check-ins between key stakeholders to increase communication 

Key result 2:
Create a unified dashboard with key metrics 

Key result 3: Implement a system to encourage peer-to-peer recognition across the three departments

Objective 2: Establish a partner program to drive revenue

Key result 1:
Collaborate with marketing and sales teams to recruit 8 new partners 

Key result 2:
Build a new partner section on the company website  

Key result 3: Draft up partner contracts  

Objective 3: Lower customer acquisition cost by 10%

Key result 1:
Conduct research to discover your customers’ preferred sales channels and reprioritize where you spend your marketing budget

Key result 2:
Analyze your current sales cycle and look into ways to shorten it and get buy-in sooner

Key result 3: Ask existing customers for referrals (incentivized or un-incentivized)

Customer service OKR examples


The customer service team is responsible for ensuring your customers are satisfied with your products or services and equipped with what they need to make the most out of their experience. Since this team’s performance relies heavily on the changing wants and needs of customers, it’s important to be willing to adjust OKRs — track progress frequently and change course when necessary.

Here are some examples to consider:

Objective 1: Increase customer retention rates

Key result 1: Analyze data to understand the main factors behind customer churn

Key result 2: Implement retention training to better equip customer support agents  

Key result 3:
Reduce churn rate by 2.5%

Objective 2: Build a scalable customer support process 

Key result 1:
Improve customer service processes by automating repetitive tasks 

Key result 2:
Invest in a better tech stack 

Key result 3:
Build a self-service knowledge base 

Objective 3: Improve customer trust

Key result 1:
Build a customer community strategy

Key result 2:
Collaborate with the marketing department to create a video introducing the customer service team members

Key result 3:  Implement a customer feedback collection workflow 

Objective 4: Deliver white-glove service to customers

Key result 1:
Find and set up a new customer support platform

Key result 2:
Achieve an 80% rating on customer satisfaction surveys 

Key result 3:
Build and implement an ongoing performance management process 

A screenshot of the Leapsome platform showcasing its people and culture OKR features.
Leapsome’s goals and OKR module features individual goal progress and tracking reminders

Use Leapsome to track & collaborate on company OKRs


Setting and keeping track of company and department OKRs is essential to drive alignment and transparency across your organization
. It can also improve employee engagement, productivity, and retention rates. However, converting your goals into tangible results can be challenging. 

With Leapsome, you can seamlessly integrate goals into your daily workflows, so they never get lost in the shuffle. Our all-in-one people enablement solution keeps your goals front and center, providing you with progress updates, visual analytics dashboards, and check-in reminders. 

And finally, by integrating your OKRs with 1:1 and team meetings and performance reviews, you’ll build a culture of continuous feedback and development that boosts engagement and drives success. That way, you can equip your company for long-term growth and success.

💥 Spend less time planning your goals and more time meeting them

Leapsome empowers leaders to align their companies behind big-picture objectives and easily track progress.

👉 Request a demo to see for yourself!
Written By

Leapsome Team

Written by the team at Leapsome — the all-in-one people enablement platform for driving employee engagement, performance, and learning.

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