Corporate governance · Free tool
OKR Planning Template
Good OKRs tie a small number of objectives to results you can measure from a known starting point. This template turns a quarter's objectives, owners, and key results into a clean card and checks that every result can be scored. It is for leadership teams, department heads, and founders setting quarterly goals.
- OutputA quarterly objective card
- No sign-up
- Copy or print the result
- How it works ↓
Your entries stay in this browser. Use Fill example to see a finished page first.
What this corporate governance tool gives you
The output is an OKR card with the period, the focus, and each objective with its owner and a table of Result, Start, Target, and Gap. Use it in a quarterly planning meeting to agree on targets, then use the scoring rule printed underneath at quarter end.
What you enter
- Period, for example "2026 Q4" (required)
- Focus for the period (optional)
- Up to three objectives, each with a title and an owner
- Up to three key results per objective, each with a name, a start value, a target value, and a unit such as %, shops, or count
Worked example
The example is for 2026 Q4. Objective 1, owned by the founder, has three results: paying shops from 22 to 40 (gap 18), monthly churn from 9% to 4% (gap −5), and first-30-day cancellations from 6 to 2 (gap −4). Objective 2, owned by product, has shops opening the note from 40% to 75% (gap 35) and wrong due-date complaints from 12 to 3 (gap −9).
How are OKRs scored?
For each key result the template shows the start, the target, and the gap, where gap = target − start. A negative gap is expected for metrics that should fall, such as churn. Start and target must be numbers; if either is not, or if the target equals the start, a warning names that result. An objective with no key result is also flagged.
The tool does not take an actual value, so it does not score the quarter for you. It prints the scoring rule instead: score = (actual − start) ÷ (target − start). The page's guidance is that around 0.7 is a healthy quarter, and scoring every result at 1.0 means the target was too easy.
Tips before you use the result
- Write the start from real data before the quarter begins. A guessed start makes the score meaningless.
- For metrics that should fall, like churn, enter a target below the start; the scoring rule still works.
- Keep units consistent between start and target, for example both in percent.
- If a result's target equals its start, it is a health metric to watch, not a key result.
Frequently asked questions
How many OKRs should a team have per quarter?
This template allows up to three objectives, each with up to three key results. That limit is deliberate. Fewer objectives make it clear what the quarter is for, and more than three results per objective usually means some are tasks rather than outcomes.
How do you calculate an OKR score?
Score = (actual − start) ÷ (target − start). For example, if paying shops start at 22 with a target of 40 and end the quarter at 34, the score is 12 ÷ 18, about 0.67. The template prints this rule under your card so anyone can score the quarter the same way.
What is a good OKR score?
The guidance printed with the template is that around 0.7 is a healthy quarter. If every result scores 1.0, the targets were probably too easy and the team is not stretching. Consistently low scores suggest targets that were unrealistic, or work that was never given the people and time it needed.
Can OKR key results go down instead of up?
Yes. For metrics you want to reduce, such as churn or complaints, set the target below the start. The gap shows as a negative number, and the scoring formula still produces a positive score when the metric falls toward the target.
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