OKR Template

This OKR template organizes Objectives and Key Results at three levels: company, team, and individual. Each level includes scoring columns, baseline and target fields for every Key Result, and a quarterly retrospective section. Designed for teams of 5 to 50.

By ClickUp Editorial Team·Staff Writers at ClickUp

This Template

OKR

A structured OKR planning template that organizes Objectives, Key Results, scoring, and quarterly reviews into a format teams can start using immediately.

Free · ungated · opens in ClickUp Docs

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What's Included

✓Company level OKR section with 3 to 5 Objective slots and Key Result rows for each

✓Team level OKR section with alignment column linking each team Objective to a company Objective

✓Individual OKR section (optional, removable for teams under 30)

✓Key Result scoring column using the 0.0 to 1.0 scale with weekly checkpoints

✓Baseline and target columns for every Key Result to make progress measurable

✓Weekly check in tracker with score and one line status per Key Result

✓Quarterly retrospective section with prompts for what worked, what did not, and what to carry forward

✓Dependency log for cross team handoffs that affect Key Result delivery

Who This Is For

Team leads setting OKRs for the first time

The template provides structure so you do not have to design a tracking system from scratch. Fill in the sections and start your first quarterly cycle.

Operations or HR teams rolling out OKRs company wide

Distribute the template to every department with consistent formatting so all OKRs are comparable and scoring is standardized across the organization.

Managers running quarterly planning with 5 to 15 direct reports

Use the team and individual sections to align each person's work to team Objectives without micromanaging their daily tasks.

How to Use This Template

Set Company Objectives First

Fill in 3 to 5 company level Objectives in the top section. Each Objective should be qualitative and aspirational. Write it so your team feels challenged but not defeated. Leave the Key Results blank for now. Leadership sets direction here, not metrics.

Add Key Results with Baselines and Targets

For each Objective, add 3 to 5 Key Results. Every Key Result needs three elements: the metric name, the current baseline value, and the target value. “Reduce customer onboarding time from 14 days to 7 days” includes all three. “Improve onboarding” does not. Fill in the baseline column from your current data before setting targets.

Cascade to Team OKRs

Each team writes its own OKRs that support one or more company Objectives. Use the alignment column to link each team Objective to the company Objective it serves. Teams have autonomy over their Key Results. The cascade is a negotiation, not a top down assignment.

Score Weekly During Check Ins

Every week, update the scoring column for each Key Result. Use the 0.0 to 1.0 scale: 0.0 means no progress, 0.7 is strong, 1.0 means fully achieved. Add a one sentence status note. This takes 15 minutes per team and catches problems before they compound.

Run the Quarterly Retrospective

At quarter end, fill in the retrospective section. Score each OKR, note what drove the result, and decide whether to continue, modify, or retire each Objective. Key Results below 0.3 need root cause analysis. Key Results at 1.0 every quarter suggest your targets are too conservative.

How to Customize This Template

This template works as a starting point. Every organization runs OKRs slightly differently, and the template should bend to fit your cadence, team structure, and review rhythm.

Start by deciding your cadence. Most teams run quarterly OKRs, but some fast moving startups use 6 week cycles and some enterprise organizations prefer biannual. Adjust the date fields and review schedule to match. The template assumes quarterly, so if you use a different cycle, update the timeline column and the review checkpoint rows.

Next, decide how many levels of cascade you need. A 20 person company might only need company and team OKRs. A 500 person organization typically needs company, department, and team layers. Remove or add sections accordingly. The template includes three levels (company, team, individual), but individual OKRs are optional and many practitioners recommend against them for teams under 30 people.

Customize the scoring method. The template uses the standard 0.0 to 1.0 scale, but some teams prefer percentage based scoring or a simple red/yellow/green status. What matters is consistency: every team in the organization should score the same way so comparisons are meaningful.

Finally, set up your weekly check in rhythm. The template includes a row for each week of the quarter. A 15 minute standup where each Key Result gets a current score and one sentence status update is enough to keep OKRs alive between quarterly reviews.

Create OKR Goals with measurable targets, link them to tasks, and track quarterly progress on a real time dashboard.

Build This Template in ClickUp

Common Questions About OKR Template

How often should I update the OKR template?

Score Key Results weekly during a 15 minute check in. Update Objectives only at the start of each quarter. Mid quarter Objective changes undermine the focus benefit of OKRs. If a Key Result becomes irrelevant due to a major business change, note it as deprecated and replace it rather than deleting the history.

Should I include individual OKRs or just team OKRs?

For teams under 30, team level OKRs are usually sufficient. Individual OKRs add overhead without much alignment benefit in small organizations. For larger companies where individuals work across multiple team initiatives, individual OKRs help clarify personal priorities. The template includes an individual section you can remove if it does not fit.

Can I use this template in ClickUp?

Yes. ClickUp Goals let you create Objectives with measurable Key Results, set numerical or currency targets, link Goals to tasks and lists, and track progress on a dashboard. The template structure maps directly to ClickUp’s Goals hierarchy.