Free OKR Generator

How to write OKRs that actually get executed

Most OKRs fail for one boring reason. They are not measurable, not specific, and they quietly turn into a to do list.

This free tool helps you fix that fast. If you are trying to Write Better OKRs in 5 Minutes (With Key Results That Measure), the goal is simple: one clear objective, then key results that prove progress with numbers.

If you are building a lightweight planning workflow, you can also explore other tools on WritingTools.ai for strategy, productivity, and team docs.

What “good” OKRs look like (quick rubric)

A solid OKR set usually passes these checks:

Objective is directional and outcome focused: it reads like a meaningful change, not a task.

Key results are measurable: numbers, percentages, counts, time, revenue, conversion rate, retention, NPS, cycle time.

KRs are not activities: “launch X” is an activity. “increase activation from 35% to 50%” is a result.

Time bound: month, quarter, or year. No vague timelines.

3 to 5 KRs per objective: enough to cover the outcome, not so many that nobody remembers them.

Objective vs key results (and why people mix them up)

Objective is what you want to achieve. It should be bold enough to matter, but not fluffy. Key results are how you will know you achieved it. They should be hard to argue with.

A simple pattern that works:

Objective: Verb + outcome

Key results: Metric + baseline + target + timeframe

Example:

Objective: Improve onboarding so new users reach value faster.

KR1: Reduce median time to first successful action from 18 min to 8 min.

KR2: Increase activation rate from 32% to 45%.

KR3: Increase day 7 retention from 14% to 18%.

Common OKR mistakes (and quick fixes)

1) Writing task lists as key results

If a KR starts with “launch, build, ship, create”, it is probably a task.

Fix: attach a metric that shows impact.

Tasky: Launch new pricing page.

Better KR: Increase pricing page conversion from 1.8% to 2.6%.

2) No baseline, so nobody knows what “better” means

“Improve retention” sounds nice, but it is not actionable.

Fix: add baseline and target.

Better: Increase day 30 retention from 9% to 12%.

3) Too many objectives

More objectives usually means less focus and less execution.

Fix: pick 2 to 4 objectives per cycle, then make them sharper.

OKR examples by team (copy, then edit)

Company wide (quarter)

Objective: Strengthen sustainable growth. KRs: Increase net revenue retention from 102% to 110%. Reduce churn from 3.2% to 2.5%. Improve CAC payback from 8 months to 6 months.

Product (quarter)

Objective: Increase product adoption for core workflows. KRs: Lift activation from 35% to 50%. Increase weekly active teams by 25%. Reduce time to value from 20 minutes to under 10.

Marketing (month)

Objective: Improve pipeline quality from inbound. KRs: Increase MQL to SQL rate from 18% to 24%. Reduce cost per SQL by 15%. Increase demo show rate from 62% to 70%.

Sales (quarter)

Objective: Improve win rate in mid market deals. KRs: Increase win rate from 21% to 26%. Reduce sales cycle from 52 days to 45 days. Increase average deal size from $14k to $17k.

Personal (quarter)

Objective: Become confidently fluent in data storytelling. KRs: Publish 6 case study style analyses. Deliver 3 presentations with average feedback score 8/10. Complete 20 focused practice sessions.

A simple OKR writing process you can repeat

Start with the outcome you want, not the project you want to do.

Choose 1 primary metric that represents success.

Add 2 to 4 supporting metrics that influence it.

Add baselines, then set targets that feel ambitious but plausible.

Review weekly, update confidence, and adjust initiatives, not the metrics.

Mini glossary (useful when sharing OKRs)

Baseline: your current metric value.

Target: where the metric should land by the end of the timeframe.

Leading metric: early indicator (ex: activation rate).

Lagging metric: end outcome (ex: revenue, retention).

Initiatives: projects you will do to influence key results. Not part of the OKR itself, but tied to it.

If you want stronger OKRs, give better input

When you fill the generator, include:

current baselines (even rough ones)

constraints (team size, budget, tech limits)

what “success” means (revenue, adoption, quality, speed)

timeframe (month, quarter, year)

You will get OKRs that read cleaner, and more importantly, are easier to score later.