10 Free OKR Templates in Excel, Google Sheets, and ClickUp

The OKR playbook sounds easy. Set a few ambitious objectives, attach measurable key results, score them at quarter’s end, repeat.

The trouble starts after the kickoff. Nobody owns the weekly update, the scores drift out of date, and within a few weeks, the objectives describe a plan the team has already moved past. ClearPoint’s analysis of 21,000+ plans found 81% of assigned goal owners never update their progress.

A good OKR template keeps objectives, key results, owners, and scores in one place people revisit, so progress stays visible past the first check-in.

Below are 10 free OKR templates, four in ClickUp and six in spreadsheets, sorted by where your OKRs tend to break: planning, tracking, scoring, or rollup. Start with the one that fixes your failure point.

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10 Free OKR Templates at a Glance

Pick based on where your OKRs usually fall apart. If the breakdown is connecting goals to actual work, owners, and updates, a ClickUp template fits. If you’re locked into Excel or Google Sheets and just need a structured file to score a quarter, an external spreadsheet is the faster path.

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What Are Objectives and Key Results (OKRs)?

OKRs are a goal-setting framework built on two components: an objective (a qualitative, ambitious statement of where you want to go) and key results (two to four measurable outcomes that prove whether you got there).

The OKR structure has three core parts:

• Objective: A qualitative goal that’s ambitious and directional (“Become the default choice for mid-market onboarding”)
• Key results: Two to four measurable outcomes per objective with specific numbers and deadlines (“Reduce onboarding time from 14 days to 7 days by Q2 end”)
• Scoring: Each key result is graded on a 0.0–1.0 scale at the end of the quarter, where 0.7 is generally considered a successful stretch outcome

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10 Free OKR Templates to Set, Track, and Review Goals

Every template on this list is genuinely free, covers at least one stage of the OKR tracking lifecycle (planning, tracking, review, or presentation), and works in tools most teams already have.

1. OKR Template by ClickUp

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Use the OKR Template by ClickUp when you want objectives and key results tracked as live tasks across a full year. It details quarterly objectives, each with a status, owner, Initiative tag, and progress bar that advances as key results are completed. This shifts from a manual sheet to self-updating OKRs.

Use case: You’re a team lead whose spreadsheet OKRs go stale the second someone forgets to update a cell. Add each objective, break it into key results as subtasks, and the progress rolls up on its own. When leadership asks how the quarter’s tracking, you open the Progress Board and the answer’s already grouped by status.

How this template helps you:

• Field-driven objectives: Tag every objective by Primary Team, Initiative, Quarter, and OKR Item Type using ClickUp Custom Fields, so you can slice the whole company’s goals any way you need
• Status-based progress: Track each objective through On Track, At Risk, Off Track, and Complete with ClickUp Custom Task Statuses, and progress bars roll up from key results without manual scoring
• Quarter-grouped timeline: See the full year laid out by quarter on a ClickUp Gantt view to spot which quarters are loaded and which are empty
• Multiple lenses on one dataset: Flip between the Objectives list, the Progress Board, and per-quarter views, all reading from the same tasks, so nothing falls out of sync

2. OKR Framework Template by ClickUp

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Use the OKR Framework Template by ClickUp when you want key results tied to the actual projects that move them. It has three levels. Each objective holds its key results, and each key result holds the projects delivering it. Every row is tagged with a department and a color-coded status: On Track, At Risk, or Behind.

A built-in header defines objective, key result, and project up front, so a new team isn’t guessing at terminology.

Use case: You’re a People or Sales lead whose key results keep stalling because nobody tied them to real deliverables. Nest “Launch recruitment on 5 job sites” under “Ramp up talent acquisition,” then nest the projects beneath that. When a key result reads On Track but the project under it flashes Behind, you spot the breakdown before the whole objective slips.

How this template helps you:

• Three-tier nesting: See how strategy connects down to deliverables in one ClickUp List View. Objectives hold key results, and key results hold projects with their own start and due dates
• OKR Type tagging: Label every row as Key Result or Project using a Custom Field, so a glance tells you whether you’re reading a measure or the work behind it
• Color-coded health: Use Custom Task Statuses like On Track, At Risk, and Behind flag trouble at the project level before it drags down the parent objective
• Department splitting: A Department field tags each item HR, Sales, and beyond, so cross-functional OKRs stay sortable inside one framework

3. Company OKRs and Goals Template by ClickUp

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Use the Company OKRs and Goals Template by ClickUp when objectives have to roll up from individual teams to the whole company.

It grades every objective on the 0.0–1.0 scale right in the list, tags each one with a Play Category like Company Vision or Yearly OKR Sets, and splits the same goals across five views for region, department, and team. Leadership reads the company picture while each team still sees only its slice.

Use case: You’re an exec or Ops lead who needs a team’s MRR goal in Argentina to ladder up to “Increase Global Revenue” at the top. Nest team and regional goals under company objectives, then grade each one at quarter’s close. Open any view, and the same data reorganizes around whoever’s asking.

How this template helps you:

• 0.0–1.0 grading: Score each objective on the standard OKR scale directly in the Grade field
• Play Category buckets: Sort objectives into Company Vision, Yearly OKR Sets, and Long-term, so strategic goals stay separated from quarterly ones
• Five prebuilt views: Objectives, Region Projects, Department Goals, Key Targets, and Team Goals, each reframe the same goals
• Cascading hierarchy: Nest team and regional goals under company objectives, ensuring local MRR targets directly support org-level goals

4. Strategic Marketing Plan Template by ClickUp

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Use the Strategic Marketing Plan Template by ClickUp when your objectives live and die by channel. It tags every key result with the channels driving it (Instagram, LinkedIn, YouTube, Blog, and more). Plus, it scores progress on a 0–100 slider instead of a flat status.

Use case: You’re a marketing lead running a rebrand across six channels with a traffic goal split between blog and website. Nest key results like “Revamp logo” under “Launch company re-brand,” tag each with its channels, and drag the slider as work lands. One glance shows the rebrand is At Risk while paid has already hit, no pinging required.

How this template helps you:

• Channel tagging: Label each key result with the platforms it belongs to (Instagram, Facebook, LinkedIn, Website, YouTube, Google, Blog) using Custom Fields. Channel owners filter straight to their own work
• Multi-quarter objectives: Tag a single objective across FY25 Q2 and Q3 to keep campaigns that straddle quarters as one record
• Key results as live tasks: Every objective and key result is a ClickUp Task with its own assignee, dates, and priority. Updates happen where the work already lives
• Status and progress views: Flip between a Progress Board grouped by status and an All OKRs view grouped by progress, both reading from the same ClickUp Board view

5. OKR Template by HubSpot

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Use the OKR Template by HubSpot when you need a single OKR doc you can hand to any department, regardless of the software they use. It comes in Excel, Google Sheets, and PDF, so nobody’s blocked by tooling on day one.

Use case: You’re rolling out OKRs across teams on different tools: finance in Excel, ops in Sheets, and a couple who just want a printout. Everyone fills the same structure in their own format. By Friday’s review, they’re all reading the same numbers off one layout.

How this template helps you:

• Three formats out of the box: Distribute the same structure across Excel, Google Sheets, and PDF without asking anyone to switch tools
• Plain objective-and-key-result layout: Keep first-timers focused on writing good OKRs with fields for company name, objectives, and key results
• Progress column: Use a simple tracking field to show movement on each key result at a glance
• Zero setup: Fill it in and share, no account, no onboarding, no configuration

6. OKR Template in Google Sheets by Sheetgo

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Use the OKR Template in Google Sheets by Sheetgo when one shared sheet stops scaling, and you need department OKRs that roll up to a company view.

It installs six department spreadsheets plus one company master sheet, wired together with Sheetgo connections. Each team works in its own file. Click Run and the numbers flow up.

Use case: You’re an Ops lead at a 6-team company where everyone tracks OKRs differently, and two teams track nothing. Hand each team their own file, let them log progress in their own space, then click Run once before the leadership review and watch all six roll into the master dashboard.

How this template helps you:

• Tab-based OKR entry: Objectives go in the Team Objectives tab. Key results break out by Owner, Metric, Start Value, Target, and Current Value in the Key Results tab
• Six-to-one roll-up: Pull all six department files into one master sheet with Sheetgo connections. Managers see company-wide progress without opening each file
• Run-to-refresh updates: Click Run to pull the latest numbers on demand, or hit Automate to schedule it so the master never goes stale
• Scales by duplication: Copy a department file, rename it, share it, and re-run the workflow to add a seventh team. No formula rebuild

7. OKR Template by Weekdone

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Use the OKR Template by Weekdone when you want a free spreadsheet that starts at the company objective and hands each team its own tab to fill in.

You set the top-level objective first, open the discussion, then let teams build their OKRs underneath. A progress column on every key result updates during a weekly check-in, so the sheet reflects where things actually stand.

Use case: You’re a team lead at a small company setting up your first OKR cycle. Fill in the company objective, share the sheet, and let each team build their own OKRs in their tab. Book a weekly check-in for owners to update progress, and by week three, anyone can read where each team sits without chasing a status.

How this template helps you:

• Company-down structure: Start with one company objective, then cascade team OKRs into their own tabs, so everyone sees how their goals ladder up
• Weekly check-in progress column: A simple progress field per key result is built to be updated in a recurring team check-in, the cadence that keeps a sheet from going stale
• Three formats available: Comes in Google Sheets, with Excel and Word versions too, so teams on different tools start from the same structure
• Zero setup: Download, share, and fill in. No account or configuration before your first objective goes in

8. Team OKR Template by Coefficient

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Use the Team OKR Template by Coefficient when multiple teams need to track OKRs side by side and leadership wants one number for the whole picture.

Each OKR block is tagged with an Assigned Team and Time Frame. An Overall Score at the top rolls every objective into a single company-wide percentage.

Use case: You’re coordinating OKRs for Support, HR, and Ops in one quarter and want every team visible at once. Give each team a block, list each key result with a Target and Actual, and the Overall Score at the top tells you the company’s at 81% before you’ve opened a single sub-tab.

How this template helps you:

• Team-tagged OKR blocks: Keep support, HR, and ops priorities visually separated in one sheet, Every objective carries an Assigned Team and Time Frame
• Target-vs-actual scoring: Each key result logs a Target and Actual. The Progress column calculates completion per result automatically
• Two-level rollups: Each objective shows its own percentage, and an Overall Score at the top aggregates everything into one company-wide figure
• Dual format: Works in both Google Sheets and Excel, so mixed-toolset teams can share the same structure

9. OKR Goal Setting Template by Coefficient

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Use the OKR Goal Setting Template by Coefficient when the problem is writing good OKRs in the first place.

It starts with a Long-Term Vision band (Mission, Aspirations, Outcome) to anchor the quarter to direction. Then each objective gets a Supports and an Obstacles column, so you name what helps and what blocks it before you commit.

Use case: You’re a manager heading into planning with draft objectives still as vague as “improve customer experience.” Set the mission up top, then for each objective, name what you’ll lean on and what could derail it. You walk out with objectives that already survived a stress test.

How this template helps you:

• Vision anchoring: Capture Mission, Aspirations, and Outcome with a Long-Term Vision header so every objective traces back to the direction instead of floating free
• Supports and Obstacles columns: Pair each objective with what enables it and what threatens it, forcing a reality check before the quarter starts
• Planning-first layout: The structure is built for defining and pressure-testing objectives, the step most templates skip by jumping straight to scoring
• Optional live data: Coefficient’s connector can pull metrics into Sheets later, but the template stands on its own as a pure planning canvas

10. Weighted OKR Template by Aha.io

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Use the Weighted OKR Template by Aha.io when your key results don’t all carry equal weight. You assign each one a share of the objective, score it on a 0.0–1.0 scale, and the sheet automatically recalculates the objective’s total. A make-or-break result weighted heavily moves the objective far more than a minor one.

Use case: You’re a manager with a three-key-result objective where one carries the quarter. Weight that one at 60%, split the rest, and score at close. The two minor wins hit 0.9, but the make-or-break stalls at 0.3, so the total lands at 0.5, not the rosy 0.7 a flat average would’ve shown.

How this template helps you:

• Priority-true scoring: The total reflects your highest-stakes results, instead of letting a minor win mask a critical miss
• Custom weighting: Assign each key result its own share of the objective, so the most important outcomes carry the most influence on the final score
• Auto-adjusting totals: Enter a score per key result and the sheet recalculates the weighted objective total, no manual math
• Clear ownership: Each key result is tied to a named owner for accountability through the cycle

If you’re deciding between spreadsheet templates or dedicated OKR software, this video reviews the top OKR software options to guide your choice:

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How to Choose the Right OKR Template

Start by finding where your OKRs tend to break. Each stage of the cycle has its own failure point, and the best template is the one that fixes yours.

• Planning: Objectives stay vague, and key results never get a real number? Reach for a template built to define and pressure-test goals before any tracking starts
• Tracking: Progress lives in someone’s head, and the doc goes stale by week two? Look for live status, clear owners, and progress that moves as the work does
• Scoring: Every result carries equal weight, and a critical miss hides behind a couple of easy wins? Weighted or graded scoring keeps the math honest
• Rollup: Leadership can’t see the company picture without pinging five people? Team and department goals that aggregate upward solve this
• Review: The quarter ends, and nobody captures what actually worked? A structured end-of-cycle scoring view turns the post-mortem into a repeatable step

Which OKR template should you use first?

The full list covers every stage, but most teams only need one to start. Match your immediate need to the right starting point.

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How to Use an OKR Template for Quarterly Planning

Here’s a five-step process that works regardless of which template you chose above.

1. Define three to five company or team objectives before opening any template

Start with the strategic conversation. Objectives should be qualitative and directional, like “Become the go-to resource for enterprise onboarding.” Save the hard numbers for the key results underneath.

2. Write two to four measurable key results per objective

Each key result needs a number attached: a target metric, a deadline, and a clear owner. If you can’t measure it, it’s not a key result. Use the 0.0–1.0 scoring scale to set expectations upfront for what “done” looks like and what qualifies as a successful stretch.

3. Assign owners and due dates in the template

Every key result gets one person accountable—not a team, not “everyone.” Fill in the owner and deadline columns immediately. Templates without assigned ownership become decorative documents that no one updates.

4. Schedule weekly or biweekly check-ins to update progress scores

Block a recurring 15-minute slot for the team to update scores and flag blockers. That’s because the follow-through is where most OKR processes break down.

5. Run an end-of-quarter review and carry forward incomplete OKRs

Use a review template to score each key result, document what worked and what didn’t, and decide which objectives carry into the next quarter. OKRs that scored below 0.3 need a conversation about whether the objective was wrong or the execution stalled.

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How to Build Your Own OKR Template

You don’t need a pre-made file to run OKRs well. If none of the templates above fit your team, build one in an afternoon using a tool like Google Sheets or ClickUp Docs. Here’s what every working OKR template needs.

• One column per layer: Objective, key result, owner, target, current value, and score. Keep objectives qualitative and key results numeric. If a row can’t hold a number, it belongs in the tasks beneath the key result, not in the key result itself
• A single owner field, never a team: Every key result gets one named person. A “team owns it” column is how updates stop by week two
• A 0.0–1.0 score column: Set the scale before the quarter starts so everyone reads 0.7 as a successful stretch, not a failing grade
• A status or progress field: On Track, At Risk, or Off Track tells you where to look first. A flat percentage hides which results are stalling
• A check-in date: Add a column or recurring reminder for the weekly update. The template is only as good as the cadence around it

Build it once, lock the columns, and reuse the same structure every quarter. In ClickUp, you can turn OKRs into tasks with Custom Fields and statuses, so the scoring and roll-ups happen on their own instead of by hand.

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ClickUp vs. External OKR Templates

Both kinds of templates score the same OKRs. The difference is what happens between planning and review.

Spreadsheet and presentation templates work best when you want a self-contained file you can download, fill in, and share without committing to a platform. They’re fast to start, they live wherever your team already works, and they ask nothing of anyone who just needs to read them.

The catch: every update is manual. Someone has to open the file, change a number, and re-share it, and the moment that stops happening, the scores drift out of date.

ClickUp templates work better when OKRs need to connect to the work itself. Key results become live tasks with owners, due dates, and progress that rolls up automatically. Status changes show up without anyone re-sharing a file, and the same objectives can be viewed by quarter, by team, or by status without rebuilding anything.

That structure takes more setup than a blank spreadsheet, but it pays off for teams that track week to week rather than once a quarter.

Here’s how one reviewer on G2 puts it:

A simple rule: if your OKRs are a quarterly document, a spreadsheet is enough. If they’re a weekly operating rhythm, put them where the work lives.

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Why OKR Templates Fail (and How to Fix Each One)

The template is rarely the problem. The same handful of habits sink OKRs, no matter how clean the file is. Here’s what breaks and the specific fix for each.

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Make OKRs Stick Past the First Check-In

When the quarter gets busy and priorities shift, do your objectives still describe what the team is actually working on? That’s the real test of an OKR system.

Picking the template is the easy part. Choose the one that matches where your OKRs tend to break (planning, tracking, scoring, or rollup) and run it for a full quarter before deciding whether it stays. The hard part comes after the kickoff, when scores need updating, and nobody scheduled the time to do it.

That’s where ClickUp earns its keep. Objectives, key results, owners, and progress all live in one workspace. Plus, the key results link straight to the tasks that move them, so the goals you set in week one still reflect reality in week ten. Get started for free.

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Frequently Asked Questions About OKR Templates

How many OKRs should a team have per quarter?

Three objectives is the sweet spot, with two to four key results under each. More than that, attention scatters across too many fronts. The point of OKRs is to force a choice about what matters most this quarter, so a long list usually means the prioritization hasn’t happened yet.

What’s the difference between OKRs and KPIs?

KPIs track the ongoing health of something you already do, like monthly churn or support response time, and they run continuously. OKRs are time-boxed goals for change you want to drive this quarter. A KPI can become a key result when you set a target to move it, for example, turning “churn rate” into “cut churn from 5% to 3% by Q3 end.”

What’s the difference between OKRs and SMART goals?

SMART goals define a single well-formed target; OKRs pair a directional objective with two to four measurable key results under it. SMART is a quality checklist for one goal. OKRs are a hierarchy that connects an ambition to the metrics proving you reached it, scored 0.0–1.0 at quarter’s end. Teams often write key results that are themselves SMART.

Who created the OKR framework?

Andy Grove developed the objectives-and-key-results approach at Intel, framing it around two questions: where do I want to go, and how will I know I’m getting there? John Doerr later brought it to Google and popularized it in Measure What Matters, which is why most modern OKR practice traces back to Grove’s original model. (Google re:Work)

How long should an OKR cycle run?

Quarterly is the standard, long enough to drive real change, short enough to stay honest. Some companies pair quarterly OKRs with an annual set for direction. Monthly cycles rarely give a stretch goal time to move and turn into busywork. Match the cycle to how fast your strategy actually shifts.

What’s the difference between a key result and a project?

A key result is the measurable outcome (“cut onboarding from 14 to 7 days”); a project is the work that delivers it (“rebuild the setup wizard”). Key results say whether you won. Projects and tasks are how you get there. Strong templates keep the two separate, so finishing the work never gets mistaken for hitting the goal.

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