Creating Team OKRs


Here is a quick guide on how to create Team OKRs in WorkBoard! Creating Team OKRs helps the team align on a jointly declared set of priorities and measure of progress - so everyone can work towards a common purpose and contribute to the company's growth and success.

Before you get started: Set up your team!

Before you get started, you'll need to have the correct permissions to create OKRs for a specific team! If you are part of existing set of teams, you'll need to be a manager, co-manager or team admin to create OKRs for that team.

If you're just spinning up a new team, you can always set up a new Dynamic Team from the Create button on the top navigation, and get started!

Create a Team Objective

  1. Click on Create in the upper right-hand corner of the page
  2. Select Objectives
  3. Click Team Objective 

You can also create team objectives using collaborate canvases with built-in coaching and conversation guides to draft OKRs as team! Learn more here.

Write Your Objective

What do you need to achieve this quarter as a team?

  • Objectives are a statement of intention, not numbers - use language that motivates the team.
  • Look at your leader’s objectives to align your team’s efforts to the organization strategy.
  • If you're looking for some inspiration -- get samples and ideas from here.



  1. Add your Objective name (statement of intent for the given time period) 
  2. Hit Enter on your keyboard, and you'll see a side panel with various Objective fields and advanced options. Note: You can always come back and edit them later if necessary.
  3. Few things to check: Check team, time period and add in Objectives you Align to!
  4. Select Save so you can start adding in your key results!

Creating Key Results

Define Success for Your Objective

Ask yourself, what would great results look like this quarter?

  • Focus on the business outcomes, not activity or tasks. These are the outcomes that should drive decisions.
  • Key results should be measurable, not judgment calls.
  • Use a from/to structure such as Raise our influence by increasing blog posts from 3 per quarter to 9 per quarter
  • Looking for more tips on how to think about key results? Check out this resource!


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Identify Who is on Point for the Result

Who will take the lead or provide the progress data, and how often do you want to assess progress?

  • Measuring weekly or biweekly helps the team stay focused and ensures there are no surprise failures at the end!
  • When you delegate ownership, you’re sharing accountability with your direct reports for team outcomesguide-media-7e214e6b-555a-4930-8ab5-6421f16004f8.gif

Add other relevant measures of success

Usually 3-4 results together constitute real success on an objective – less is more! Use Key Results to focus.

  • What would we have more of if we are successful? What would we have less of?
  • Consider balancing quality and quantity measures.



    Save Your OKR & Rally The Team

    Congratulations, you’ve taken the first step towards great achievement this quarter.

    • Want to get more sophisticated? Click the Pencil icon on any key result to explore your options. Learn more about the various measurement types for Key Results.
    • Save your OKR by clicking Done!
    • Favorite your OKRs page, define your plan of action, and start discussing your OKRs in your next team meeting!


      OKR Visibility on Team Objectives

      Learn more about controlling who can view your Team Objectives using View Permissions. 

      OKR Ownership & Creation Permissions

      Who can own Team OKRs?

      • Managers
      • Co-Managers

      Who can create Team OKRs?

      • Managers
      • Co-Managers
      • Team Admins
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