Make your OKRs deliver real impact with this free assessment tool

OKRs can be a game changer — but if crafted poorly, they quickly become a chore.

Having worked with many organizations through our OKR software and consulting services, one thing is clear: sharpening your OKRs before use is critical. They demand structure, clarity, and adherence to best practices to truly drive results.

This article outlines a proven approach to crafting effective OKRs, breaking down the key elements into two parts:

• Essential questions to assess whether your Objectives are well-crafted, and another 12 to evaluate the strength of your Key Results.

• These questions serve as a benchmark for whether your OKRs are sharp, actionable, and aligned with business outcomes.

  
  

Writing Effective Objectives:

1. Clarity and Focus: Objectives should be written in plain, accessible language that cuts across departments. If your Objective sounds like internal jargon or is open to interpretation, it is likely to create confusion. For example, instead of saying “Operationalize client-centric value props,” use “Improve client onboarding experience.”

2. Inspiration and Ambition: Effective Objectives should inspire. They should feel aspirational while remaining grounded in what is realistically achievable within a quarter or cycle. A good Objective might be, “Become the most recommended consulting partner by our clients,” which creates a stretch without being demotivating.

3. Strategic Alignment: Ask yourself if the Objective clearly supports a company-wide strategic goal. If leadership would not prioritize funding or focus for it, it does not belong in your OKR set. For example, “Launch scalable client training services” supports an expansion strategy and justifies investment.

4. Scope and Ownership: The Objective must be achievable within a specific timeframe, such as a quarter. It should be clear who owns it. A well-scoped Objective like “Reduce client escalations by 25% in Q3” also signals manageable scope and accountability.

5. Outcomes-Driven: Focus on what success looks like, not just the actions taken. Avoid Objectives like “Conduct 5 training sessions.” Instead, use outcomes like “Improve training satisfaction scores to 90%.” If completing the Objective does not visibly impact success metrics, reconsider its place.

6. Key Results Fit: An effective Objective should naturally give rise to strong, measurable Key Results. If you cannot define how to measure progress or see early indicators of success, the Objective may be too vague. Use metrics such as NPS or client retention rate that update regularly during the cycle.

Writing Effective Key Results:

1. Clarity and Precision: A good Key Result must be unambiguous and specific. Instead of “Increase customer satisfaction,” say “Increase client NPS from 48 to 60.” Vague language weakens focus and makes success hard to judge.

2. Measurability: You must have a clear baseline, a target, and the ability to track progress objectively. For instance, “Reduce billing errors from 5% to 2%” is better than “Reduce billing issues,” which lacks specificity and accountability.

3. Outcome Orientation: Key Results should reflect the impact achieved, not the activities performed. A weak Key Result might say “Host three webinars.” A better one would be “Generate 50 qualified leads through webinars,” which emphasizes value delivered.

4. Feasibility and Stretch: Effective Key Results strike a balance. They push the team but remain within the realm of possibility. A Key Result like “Increase project reuse rate from 35% to 60%” can stretch the team without being unattainable.

5. Time-Bound and Relevant: Every Key Result should be clearly tied to the timeframe of the Objective. If the Objective ends in Q2, so should the Key Result. Additionally, it must clearly support the associated Objective — do not include KRs just because they are easy to track.

6. Best Practices: Use metrics that your systems can already report on. Avoid over-engineered or hypothetical measures. The best Key Results align with industry benchmarks or internal standards. If you cannot measure it from your CRM, time tracking, or project management tools, it likely will not work in practice.

   
   

Use the Right OKR Software to Power Adoption

Effective OKRs do not end with writing. They require visibility, alignment, and consistent follow-up with a regular check in cadence and initiatives that help achieve the OKR’s set. That is why it is crucial to invest in a well-rounded OKR software like Stragiliti OKR. Beyond offering feature-rich software, Stragiliti supports your journey through coaching, onboarding assistance, and outcome-focused program support. It is built for organizations that need more than dashboards, but ones that need results.

Learn more about how Stragiliti helps professional services teams achieve real impact at www.stragiliti.net/okr.

Score Before You Launch: The OKR Effectiveness Calculator

Do not rely on instinct to know whether your OKRs are effective. Use Stragiliti’s free OKR Effectiveness Calculator to evaluate each Objective and Key Result based on the questions outlined above. This structured tool guides your team to identify weak areas, tighten language, and improve strategic alignment before rollout. Get the tool here:

https://www.stragiliti.net/free-okr-calculator

Use Stragiliti's free OKR Effectiveness Calculator

Writing great OKRs is not easy — but it is learnable. By using a structured method based on these 24 questions, you can ensure every OKR is clear, measurable, aligned, and outcome oriented. For professional services firms, the difference between strategy and execution often lies in how well your OKRs are defined and used.

Equip your team with a proven framework, adopt the right tools, and most importantly, score every OKR before you commit. Sharp OKRs do not just drive performance — they build trust, transparency, and momentum across your organization.