OKR Tracker
Set goals the way Intel invented and Google scaled. Each Objective is a qualitative aim; each Key Result is a measurable target that proves you reached it. Track 3-5 Objectives per quarter with 3-5 KRs each, drag progress sliders, and see overall progress live. Auto-saves in your browser, exports as SVG, PNG, JSON or text.
Auto-saved in your browser's localStorage on this device only. Nothing is uploaded.
How to use this okr tracker
- Set 3-5 Objectives for the period — no more. More than five means nothing will get done; fewer than three means you've conflated Objectives with tasks.
- Write each Objective qualitatively and inspirationally. 'Become the easiest payments platform for European freelancers' beats 'Increase revenue 20%' — the latter is a Key Result, not an Objective.
- Add 3-5 measurable Key Results per Objective, each with a current value, target value and a deadline. KRs that just say 'improve X' fail at review time — you can't tell if you've succeeded.
- Update progress weekly — don't wait for quarter-end. The Key Result that doesn't move for 6 weeks is the one telling you something's wrong with the strategy.
- Export as PNG for all-hands updates, SVG for office walls, or JSON to reset for next quarter.
Frequently asked questions
What are OKRs?
Objectives and Key Results — a goal-setting framework invented by Andy Grove at Intel in the 1970s and scaled at Google by John Doerr in 1999. Each Objective is a qualitative aim ('what we want to achieve'), supported by 3-5 measurable Key Results ('how we'll know we got there'). Used by most major tech companies and increasingly by non-tech businesses.
How is progress calculated?
Per-objective progress is the average of its Key Results' progress percentages. Overall progress is the average across all Objectives. Weighted variants exist (some KRs matter more) but the simple average works well enough — don't over-engineer this.
Should I aim to hit 100% of my OKRs?
No — that's the difference between OKRs and KPIs. Google's culture aims for 70%. Hitting every OKR consistently means the Objectives weren't ambitious enough. OKRs are meant to stretch; KPIs are meant to be met. Don't mix them. And never tie compensation directly to OKR completion — people will sandbag targets the moment you do.
OKRs vs KPIs vs SMART goals — what's the difference?
KPIs are continuous metrics you monitor (server uptime, churn rate). SMART goals are specific, single-shot targets ('reduce churn from 5% to 3% by December'). OKRs combine a directional Objective with multiple KRs and an ambition level — Google deliberately sets them so 70% completion is success. SMART works for individuals and teams; OKRs work for organisations that need everyone pulling the same direction.
How often should OKRs be reviewed?
Weekly check-in (15 minutes — has anything stalled), monthly review (60 minutes — are we on track), quarterly retrospective (set new ones, score the old). Skipping the weekly check-in is the most common failure mode — Objectives quietly die over the quarter and resurface at review time as obvious losses.