OKR Setting Assistant
The OKR Setting Assistant generates properly structured Objectives and Key Results that follow best practices: ambitious but achievable objectives, quantifiable key results, and clear alignment between team goals and company strategy. It prevents the most common OKR mistakes before they happen.
Engineering managers, product leads, department heads, and startup founders use this template during quarterly planning when they need to set or refine OKRs for their teams. It is especially helpful for teams new to the OKR framework who struggle with the difference between objectives, key results, and tasks.
The prompt enforces OKR quality by checking each objective for ambition and clarity, each key result for measurability and independence, and the overall set for alignment with company-level goals. It also flags common anti-patterns (key results that are actually tasks, objectives that are too vague, or results that are not independently measurable).
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The Prompt
Generate a set of OKRs based on the following context:
**Team/Individual**: [TEAM NAME AND FUNCTION, e.g., "Growth Marketing team, 4 people"]
**Planning Period**: [QUARTER, e.g., "Q2 2026 (April-June)"]
**Company-Level Objectives** (what the team's OKRs should ladder up to):
```
[LIST COMPANY OBJECTIVES, e.g.,
1. Grow ARR from $1.2M to $1.8M
2. Improve customer retention to 95%
3. Launch in 2 new markets]
```
**Team's Current Focus Areas**:
```
[WHAT THE TEAM IS WORKING ON, e.g.,
- Scaling paid acquisition (currently $50K/mo spend)
- Building a referral program (not yet launched)
- Improving landing page conversion (currently 2.1%)]
```
**Constraints or Context**: [ANY LIMITATIONS, e.g., "Hiring freeze until May, $200K quarterly budget"]
Generate 2-3 Objectives, each with 3-4 Key Results:
### Objective [N]: [Ambitious, qualitative statement]
**Alignment**: Which company objective this supports and how.
| # | Key Result | Current | Target | Measurement Method |
|---|-----------|---------|--------|-------------------|
| 1 | ... | baseline | target | how to measure |
| 2 | ... | baseline | target | how to measure |
| 3 | ... | baseline | target | how to measure |
**Confidence Level**: How likely is the team to hit this at 70%? (OKRs should feel like a stretch; 70% achievement is success)
After all OKRs, provide:
### Quality Checks
For each Key Result, verify:
- Is it measurable with a specific number? (not "improve" but "increase from X to Y")
- Is it an outcome, not a task? ("Launch referral program" is a task; "Acquire 200 users through referrals" is a key result)
- Is it independently achievable by this team?
- Can it be gamed? (if so, suggest a counterbalancing metric)
### Anti-Pattern Flags
List any issues found:
- Key results that are actually tasks or milestones
- Objectives that overlap significantly
- Missing alignment to company goals
- Key results that conflict with each other
### Suggested Initiatives
For each Key Result, suggest 1-2 specific initiatives (projects or experiments) that could drive progress. Make clear that these are NOT the key results themselves.Usage Tips
- Include company-level objectives: OKRs without alignment to the bigger picture become disconnected busywork. Even if your company does not formally use OKRs, state the top 2-3 company priorities.
- Provide current baselines: "Increase conversion rate" is meaningless without a starting point. Always include "from X to Y" numbers so the AI can calibrate ambition appropriately.
- Set 2-3 objectives, not more: Teams with 5+ objectives are unfocused. If the AI generates more than 3, ask it to merge or cut the least impactful one.
- Review the anti-pattern flags carefully: The quality check section is the most valuable part. It catches mistakes that teams commonly make and only discover mid-quarter.
- Revisit at mid-quarter: Re-run this prompt at week 6 with updated numbers to assess whether you need to adjust targets or reprioritize initiatives.
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