Objective
A qualitative, inspiring description of where you want to be by the end of the quarter. Not a metric — that's what key results are for. Good objectives are directional and memorable: 'Become the default whiteboard tool for agile teams.'
Free template
Free OKR tracker template — objectives to outcomes on one board.
Map your objectives, attach measurable key results, and track progress at a glance. BoardSnap reads the board and turns every lagging KR into an action item.
Download on the
App Store
Free to start. Pro from $9.99/mo or $69.99/yr.
When to run this
Set OKRs at the start of each quarter and review them mid-quarter and at the end. The quarterly cadence forces focus — you can only have 3–5 objectives, and each objective can only have 2–5 key results. That constraint is the point.
The OKR board works best as a living artifact — posted on the wall where the team sees it daily, not buried in a spreadsheet. When key results are visible, conversations about priority happen naturally.
The structure
Key results
Quantitative milestones that prove the objective was achieved. Each KR is a number with a target and a current value. Good KRs are outcomes, not outputs: '500 active teams' beats '20 onboarding sessions delivered.'
Current score
The live progress score for each KR — typically 0.0–1.0 or a percentage. Updated at each check-in. A score of 0.7 means you're 70% of the way to the target. Scores below 0.4 at mid-quarter are a signal to change tactics, not targets.
Owner
The single person accountable for each key result. Not a team — a person. Ownership doesn't mean they do all the work; it means they're the one who calls the weekly check-in and escalates when something's off-track.
This week's initiatives
The specific actions happening this week to move each KR forward. These change every week. This column bridges OKRs to daily work — it's the answer to 'what are we actually doing to hit this number?'
How to run it
- Draft objectives (15 min)
Write one objective per sticky in the objective column. Limit to three. Read them out loud — if they don't inspire the room to lean forward, rewrite them. Objectives set the emotional direction.
- Attach key results (20 min)
For each objective, write 2–5 key results. Each must have a number, a target, and a current value. Debate the targets — too easy and they're meaningless, too hard and they demoralize. Aim for 60–70% achievability.
- Assign owners (5 min)
Put one name on each KR. If no one wants to own a KR, that's data — it might not belong in the OKR set.
- Score at check-ins
Update scores at each weekly or biweekly check-in. Write the new number on the board. A physical board with real scores in dry-erase marker has more weight than a cell in a spreadsheet.
- Snap the board each check-in
Snap the board at every review. BoardSnap reads the current scores and outputs a progress summary with lagging KRs flagged as action items — so nothing slips between check-ins.
Why okr trackers on a whiteboard + BoardSnap is better than digital
OKRs live or die by visibility. A spreadsheet nobody opens is a dead OKR. A board on the wall that everyone walks past is a live OKR. The physical format makes the quarterly goals part of the team's daily environment — not something you check in a planning tool.
The capture problem: scores written on a whiteboard don't auto-sync to Notion or Linear. BoardSnap solves that. Snap the board after each check-in and BoardSnap AI reads every objective, key result, and current score — flagging the lagging KRs as open action items that need attention before end of quarter.
Frequently asked
How many OKRs should a team have per quarter?
Three to five objectives, each with two to five key results. Most teams err toward too many — which means none of them get real attention. If you have more than 15 key results total, you have a priority problem, not an OKR problem.
What's the difference between an objective and a key result?
An objective is qualitative and directional: 'Become the go-to tool for agile teams.' A key result is quantitative and measurable: '1,000 teams complete their first sprint retro in BoardSnap by March 31.' If you can't measure it by the end of the quarter, it's not a KR — it's a task or an activity.
What does a good OKR score look like?
0.6–0.7 (60–70%) is considered a strong score in most OKR frameworks. If you're consistently hitting 1.0, your targets are too conservative. If you're consistently hitting 0.2, the targets are fantasy or the tactics are wrong.
How often should OKRs be reviewed?
Weekly check-ins (10–15 minutes) to update scores and unblock owners. Monthly or mid-quarter deeper reviews to assess whether tactics are working. A full retrospective at quarter-end before setting the next cycle's OKRs.
Can this template work for personal OKRs, not just team OKRs?
Yes. Personal OKRs follow the same structure — objective, 2–4 key results, current score, weekly initiatives. The board format works just as well for one person as for a ten-person team.
Run your next okr tracker and BoardSnap will summarize it.
No exporting, no transcription. Snap the board, get the action plan.
Free · 1 project, 30 boards
Pro $9.99/mo · everything unlimited
Pro $69.99/yr · save 42%