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What is OKR for the software development team? How to create it?

Every organization needs a software development team.

This team dramatically contributes to delivering services or products and is vital to the organization’s overall success. They help businesses develop innovative software products, provide high-quality solutions, achieve business objectives, and stay competitive.

However, to optimize the productivity of a software development team, organizations need a measurable method to plan and measure the success of their performance.

This article will provide further information about OKR for the software development team. As a result, organizations and groups can monitor and improve their team performance.

Table of Contents

What is OKR for the software development team?

OKR (Objectives and Key Results) is a goal-setting framework that enables organizations and teams to determine and observe their targets and the major outcomes that will indicate progress aligned with those targets.

OKR is a goal-setting framework

When applying the OKR model to a software development team, this goal-setting framework will provide teams and organizations with focus, arrangement, and transparency to enhance productivity and attain targeted outcomes.

If an organization wants to express its goals powerfully, then the Objective and Key Results model is a suitable option. It can assist teams, and organizations in crafting a clear mission and vision, aiding in the cooperation of employees and focusing on the company’s top priorities.

5 Key benefits of OKR

In an interview with Havard Business Review, John Doerr talked about the benefits of OKR, as a helpful method to set and achieve goals. This OKR model has 5 key benefits: focus, alignment, commitment, tracking, and stretching. These “five superpowers” of OKRs spell out “F-A-C-T-S.”


By setting a clear analysis of objectivities, the OKRs model enables businesses to create a priority for their efforts. This model provides a framework used as a tool to identify and focus on primary goals and initiatives.

With clear information, teams and individuals will be more likely to avoid getting overwhelmed with many priorities and focus only on key objectives.


OKRs can assist teams in aligning their efforts with the overall goals and objectives of the organization as a whole by coming up with a clear structure. This model creates a set of objectives that is down from the top-level goals, making it easier for everyone to understand how their work contributes to the broader picture.


By providing a sense of purpose and direction, the OKRs framework enables every colleague to easily see the targeted goals and understand the great value their work directly contributes to these meaningful objectives.

Hence, this will lead to an increase in motivation and engagement in employees. As all employees acknowledge the impact of their efforts on the organization, they will have a higher commitment to their work, their teams, and the organization as a whole.


An ongoing process of tracking OKRs from the beginning to the end is why management by Objectives is so popular and preferable with top-tier companies.

By tracking the objectives and key results via the metrics when they were written, individuals and teams can track their progress and evaluate their performance. This also encourages individuals to be responsible for their goals and results.


OKRs foster a culture of striving further to reach out a little more than what they thought was possible. Teams and individuals can set ambitious goals and stretch themselves out of their comfort zones.

This method ensures that valuable insights, innovation, and personal development are still generated even when all key results are not achieved as expected.

How to create OKRs for the software development team?

The importance of OKRs for businesses is undeniable, according to the benefits, organizations can achieve by applying this module to their work. Here are some guides businesses can utilize to create their OKRs for the software development team.

1. Distinguish between OKR and KPI

KPI, which stands for Key Performance Indicator, is a measurable value that indicates how effectively an individual, team, or organization is achieving its key objectives. KPIs are used to evaluate performance, track progress, and assess the success of initiatives or strategies.

KPIs (Key Performance Indicators) and OKRs (Objectives and Key Results) are both goal-setting frameworks used to measure performance and drive organizational success. Despite serving the same purpose, these two methods have numerous key differences.

KPIs and OKRs have numerous differences

While KPIs focus on measuring performance, OKRs provide a framework for setting ambitious goals and driving progress toward them. The plus point of the OKRs framework is that it can provide a more holistic approach to goal-setting and alignment. However, organizations can use either or both frameworks to optimize their performance.

2. Align with company goals

OKRs framework is the goals and the results that the organization wants to achieve, this is a tool to orientate the team’s efforts in the right direction accompanied by the organization’s overall goals and priorities.

Organizations can start building an OKRs model by start gaining a clear understanding of their goals and priorities. When they have a great understanding of these goals, organizations can ensure that the objectives and key results of the software development team follow and contribute to the broader mission and strategy of the organization as a whole.

3. Identify objectives

Identifying objectives, especially key ones, is the process of defining high-level objectives and key areas that the software development team wants to focus on and can contribute to the bigger goals of organizations. These objectives must follow the SMART criteria as they must be Specific - Achievable - Relevant - Time-bound.

Defining key objectives is an essential step in creating OKRs. Objectives give the organization the overarching direction, guidance, and focus for the team’s efforts. Identifying key objectives must be carried out carefully because the outcomes the organization wants to achieve will be represented in these objectives.

4. Define key results

After identifying objectives, the next important stage is to define the key results. Defining key results is the process of choosing and creating specific and measurable milestones or indicators that can help businesses to track and evaluate the team’s progress and performance toward the objectives.

By defining key results, organizations and teams can ensure that measurable outcomes, attention to the team’s effort, accountability and motivation, evaluation and learning, adaptability, and transparent communication are all well-promoted and encouraged. Key results will help transform objectives into actionable and measurable targets, thus guiding the teams in achieving their desired outcomes.

5. Ensure measurability and relevance

When creating OKR for the software development team, it is significantly essential to consider its measurability and relevance.

Measurability consolidates clarity and specificity to OKRs. With measurable objectives and key results, the desired success will be clearer and easier for other team members to understand. Furthermore, when the key results are measurable, it will assist in estimating and observing the team’s improvement toward the objectives.

Measurability consolidates clarity and specificity to OKRs

Additionally, measurability strengthens accountability. When the key results that the team has to achieve are specific and measurable, it will be more likely that individuals and teams will be accountable for their performance. As team members can observe their progress and strive to attain the set targets, they will develop a sense of ownership and motivation with their work.

6. Focus on outcomes, not outputs

Focusing on outcomes rather than outputs is significant when creating OKRs because Output can help transfer the focus from activities and tasks to the desired impact and results. In opposition to Ouputs, which just solely measure the number or completion of tasks, Outcomes-focused OKRs prioritize the creation of value and impact that these tasks bring in.

By focusing on outcomes-focused OKRs, organizations can ensure goal alignment, value creation emphasis, flexibility, and innovation promotion. Thus, creating a results-driven culture, meaningful impact and success, and empowering the team.

7. Set challenging, yet attainable targets

When setting big goals or targets, one of the most common problems that most teams and organizations encounter is that sometimes their goals are too impractical. The reason for this is when creating the OKRs framework, they don’t consider the balance between the challenging and attainable aspects.

A good OKRs model must strike a balance between being ambitious and attainable. The boundary between ambitious and unrealistic goals is very indistinct. An ambitious goal can promote growth, while an unrealistic goal can result in demotivation and failure. Organizations and teams should consider carefully to ensure OKRs are challenged.

8. Keep OKRs time-bound

Time-bound is one of the most important factors required when creating OKRs. A time-bound OKRs framework will create a sense of urgency and a priority of activities. With a specific timeframe, organizations will be able to communicate the timely action importance, thus encouraging the team to work within the given timeframe to achieve targeted objectives.

Keeping OKRs time-bound is beneficial for businesses due to its positive impacts, such as fostering a sense of urgency, facilitating progress tracking, promoting accountability, enabling course correction, and providing a basis for learning and improvement. This also makes sure that, within a limited time, the team remains concentrated, productive, and stimulated to attain the key objectives

9. Make OKRs transparent and shareable

Businesses can win various benefits just by making OKRs transparent and shareable. There are some common advantages that transparent and shareable OKRs can bring to a business are promoting alignment, collaboration, clarity of purpose, accountability, motivation, cross-functional learning, celebrating successes, effective resource allocation, and building trust and transparency.

Making OKRs transparent and shareable is very important

When OKRs are clear and visible to everyone, team members can understand how their objectives and key results contribute to the organization’s larger goals. It helps them understand the broader context and how their work fits the larger picture. Thus, making them more responsible for their work and always trying their best to contribute to the team and organization’s success.

10. Regularly track and review progress

Regular tracking and review of progress are must-have steps when creating an OKRs model as they ensure that objectives and key results are relevant, focused, and impactful throughout the goal-setting cycle.

The benefits of regularly tracking and reviewing progress in OKRs for businesses are uncountable and tangible. This process will provide visibility, promote accountability and motivation, facilitate early issue identification, enable learning and improvement, allow for adjusting priorities, enhance transparency and communication, and celebrate business successes and milestones.

11. Learn and iterate

Learning and iterating allow organizations to clarify their objectives and key results based on the latest information and insights. When tracking progress and gathering feedback, teams and organizations can discover objectives and key results that need to be modified to better align with the desired outcomes or changes.

By learning from the previous OKR cycle’s outcomes and results, teams and organizations can define key areas for improvement and boost the effectiveness of future OKRs. Furthermore, this iterative process will allow businesses to have different experiment approaches, test hypotheses, and incorporate learnings to optimize the goal-setting process. This process, undoubtedly, encourages a continuous improvement culture and innovation within the team.

Bonus: How to write OKRs for the software development team?

A great framework of OKRs for the software development team must be a framework that is ambitious yet realistic, and they should be collaboratively created with all the team members to ensure commitment and buy-in.

Additionally, when writing OKRs for a software development team, it’s essential to ensure that the objects and key results are aligned with the organization’s goals and objectives concerning the specific needs and challenges of the team.

The analysis of the following example below will provide you with more informed information and a complete understanding of how the OKRs framework is written.

Objective: Improve the Quality and Stability of the Software Product

  • Key Result 1: Reduce the number of critical bugs users report by 50% within the next quarter.

  • Key Result 2: Achieve a code coverage of at least 80% for all critical functionality by the end of the year.

  • Result 3: Decrease the average time to fix high-priority bugs from 3 days to 1 day within the next release cycle.

As written above, the formula for writing OKRs is very simple. Objectives represent goals and intentions, while key results are specific and measurable milestones aligned with those goals and intentions, within a defined timeframe.

The example above has three key results and one objective, the maximum number of results that organizations should have is five, while the number of objectives should never be more than three. Organizations and teams can define objectives and key results by utilizing SMART criteria and considering its five components: Specific, Measurable, Achievable, Relevant, and Time-Bound.

Wrap up

Setting an OKRs framework is significantly important for businesses if they want to have a measurable method to help them set ambitious goals and drive progress toward them.

A great OKRs framework, undeniably, will encourage each team member to clearly understand the big goals of organizations and put their effort toward it.

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Marketing Manager of Mageplaza. Summer is attracted by new things. She loves writing, travelling and photography. Perceives herself as a part-time gymmer and a full-time dream chaser.
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