OKRs (Objectives and Key Results) is a goal-setting framework popularized by Intel in the 1970s and adopted by Google in 1999. Each quarter a team defines one ambitious Objective and 3-5 measurable Key Results that indicate progress toward it. This template centralizes the quarterly Objective and branches out to Key Results, supporting initiatives, and tracking metrics. Now standard at Google, LinkedIn, Netflix, and thousands of startups running quarterly cycles.
OKRs (Objectives and Key Results) is a goal-setting framework that pairs one qualitative, ambitious Objective with 3-5 quantitative Key Results that measure progress toward that objective. It was created at Intel in the 1970s by Andy Grove, then CEO, and became widely known after John Doerr introduced it to Google in 1999 — founders Larry Page and Sergey Brin adopted OKRs when the company had 40 employees and continue to use them with 180,000+ today. The core principle: objectives should be bold (hitting 70% is considered success), measurable, and vertically aligned — company OKRs inform team OKRs, which inform individual ones. Quarterly cycles are standard with weekly check-ins.