How to Set OKRs for Project Managers – 2024

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Project management is the essential part of any successful organization, and using the right methods and tools is key to perfecting your next project. Although there are different approaches when it comes to project management, we recommend using OKRs for tracking process and achieving results. But first, what are OKRs?  

OKRs, or Objectives and Key Results, are a powerful tool that can help you and your team stay focused and aligned on what really matters for your project. Setting clear and measurable objectives and defining the key results that will indicate progress towards those objectives helps you ensure that everyone is working towards the same goals and that progress is tracked and celebrated along the way. You may ask “How many OKRs should I set for my team?”, and the answer is: it depends!

But that’s not all – OKRs can also help you improve communication and collaboration within your team, increase motivation and engagement, and ultimately drive better results for your project. Sounds pretty good, right? We’ve already talked about OKRs best practices, and now in this blog post, we’ll dive deeper into what OKRs are and how you can use OKRs for project managers to supercharge your next project’s success. Let’s get started!  

Example OKRs for Project Managers 

Setting OKRs for specific projects 

Setting OKRs for specific projects is a great way to ensure that you and your team are all on the same page when it comes to project goals and progress. When setting OKRs for a specific project, it’s important to first identify the key objectives you want to achieve. For example, if you’re working on a software development project, your objective might be to release a new feature by a certain date. Once you’ve identified your objectives, you can then set key results that will help you measure progress towards those goals.

Some examples of key results for a software development project might include completing a certain number of user tests, achieving a specific level of user engagement, or meeting a certain level of bug-free performance. Setting measurable key results helps you track your progress and adjust your approach as needed to ensure that you’re on track to meet your objectives. Remember that OKRs change with time and the needs of your company, so check out our 2024 OKR guide for a more updated version!

Setting OKRs for team performance 

As a project manager, you know that your team’s performance is crucial to the success of any project. It’s important to name the specific areas where you want to see improvement when setting OKRs for project managers and team performance. For example, you might want to increase customer satisfaction ratings or reduce the number of bugs in your software.  

Key results for team performance might include completing a certain number of customer surveys, achieving a specific level of product quality and improving the efficiency with which your team’s workflow is conducted. Setting measurable, achievable goals for your team lets you monitor progress and adjust as needed to stay on track. 

Setting and measuring objectives can help create a culture of continuous improvement. Setting and achieving goals can motivate employees to work harder, thus increasing job satisfaction. Goal-setting also improves teamwork and helps build a sense of ownership among team members. 

Setting personal development OKRs 

Project managers should also focus on the success of their team and projects and their own growth as professionals. This is why it’s important to include personal development OKRs in OKR examples for project managers. There are pros and cons of using personal OKRs vs. team OKRs, and you should use both when setting OKRs during a project.

Personal development goals should be tied to areas where you want to grow and improve. For example, you might want to improve your communication skills or gain experience in a new area of project management. When you have decided on your objectives, setting key results that will help measure progress towards those objectives is the next step. 

Some examples of key results for personal development might include attending a certain number of networking events, completing a specific training program, or successfully managing a project in a new area of expertise. When you set measurable goals, it’s easier to keep track of your progress and make necessary adjustments along the way. 

Setting personal development OKRs for project managers can help you stay motivated and engaged in your work. When you focus on your own growth, you can also increase your sense of purpose and satisfaction with it—leading to a greater commitment to the project as a whole. 

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Examples of specific and measurable OKRs for project managers 

Now it’s time to provide you with some examples of specific and measurable OKRs for project managers! These examples can help guide you in setting effective OKRs that will help you achieve your goals and drive project success. You can use these example OKRs in an Excel OKR template or our OKR module.

Objective 1: Increase customer satisfaction ratings  

Key results: 

  • Conduct at least 50 customer surveys in the next quarter 
  • Achieve an average satisfaction rating of 4.5 or higher on customer surveys 
  • Implement at least 3 changes based on customer feedback to improve satisfaction ratings 

Objective 2: Improve team efficiency  

Key results: 

  • Reduce the average time to complete a project by 20% in the next quarter 
  • Implement a new project management tool or process that saves the team at least 5 hours per week 
  • Train team members in a new skill or tool that improves their efficiency and productivity 

Objective 3: Increase revenue from product sales  

Key results: 

  • Increase the number of product demos by 50% in the next quarter 
  • Achieve a 20% increase in the number of sales leads generated from marketing campaigns 
  • Increase the average value of each sale by 10% through upselling and cross-selling 

Objective 4: Improve project communication and collaboration  

Key results: 

  • Implement a new communication tool or process that increases the frequency and quality of team communication 
  • Schedule at least 2 team-building events or activities in the next quarter 
  • Provide regular feedback and recognition to team members for their contributions to project success 

Don’t forget these are just a few examples of specific and measurable OKRs for project managers to drive success, and you can customize them as you wish. A good objective is not enough for your company’s success, you should also set effective key results for the optimal use.

Using OKR Software

People have set OKRs manually for years, but we’re determined to change the norm here and show you how using OKR software can specifically help project managers set, track, and achieve their objectives. With OKR software, project managers can create and set objectives that align with their overall project goals. These software often include pre-built templates and tools to make goal-setting even easier. 

There are a lot of different OKR software out in the market, so many that we’ve compiled a top 10 best OKR software list. But we have an amazing suggestion and an OKR guide for Microsoft Teams: Teamflect!  

Teamflect makes it easy to set and track goals for yourself and your team. With built-in templates and tools, you can quickly create objectives and key results that align with your overall project goals and vision. With Teamflect, you can easily share your objectives and key results with your team members and stakeholders without leaving Teams.  

Teamflect's Goals & OKRs module
Teamflect’s Goals & OKRs module

Teamflect also allows you to track your progress towards your OKRs for project managers in real-time which helps you detect potential roadblocks and adjust your approach as needed to ensure that you’re on track to meet your objectives. With its intuitive design, you can assign specific goals and tasks to individual team members, which can help increase accountability and ensure that everyone is working towards the same goals. 

Last but not least, Teamflect can provide you with valuable data and insights into your team’s performance and progress to help you find areas where you need to improve and make data-driven decisions to drive project success. Here are some of the other features of Teamflect:  

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Setting OKRs for Remote Teams

Challenges of Remote Team Management 

While remote work has many benefits, it also comes with its own unique set of challenges in OKRs for project managers. 

  1. Communication: One of the biggest challenges of remote team management is communication. When team members are working remotely, it can be more difficult to communicate effectively, especially across different time zones or when relying on technology. 
  2. Collaboration: Collaboration can also be more difficult in a remote work environment. Without face-to-face interaction, it can be harder to build trust and maintain strong working relationships among team members. 
  3. Time management: Remote work can also make it more difficult for project managers to manage team members’ time effectively. Without being physically present, it can be harder to track productivity and ensure everyone is staying on task. 
  4. Distractions: When working remotely, team members may be more susceptible to distractions like social media, household chores, or family members. This can make it more difficult to stay focused and productive. 
  5. Isolation: Finally, remote work can also be isolating for team members. Without the social interaction and support of a physical office environment, it can be harder to maintain morale and motivation among team members. 

These are just a few of the challenges of remote team management. As a project manager, it’s important to be aware of these challenges and to proactively address them to ensure your team is successful in a remote work environment. There are some project management software with OKR module that can be useful for remote work settings.

Benefits of Using OKRs for Remote Team Management 

While remote work can present some unique challenges, OKRs can be a powerful tool for project managers to help their teams stay focused and aligned, no matter where they’re located. 

  1. Clarity: One of the main benefits of using OKRs for remote team management is that they provide clarity and focus. Everyone on the team knows exactly what they’re working towards with OKRs and can prioritize their work accordingly. 
  2. Alignment: OKRs also help to ensure that everyone on the team is aligned and working towards the same goals, even when they’re not in the same physical location. This helps to improve communication and collaboration. 
  3. Accountability: OKRs also increase accountability among team members since when objectives and key results are clearly defined, it’s easier to track progress and ensure that everyone is contributing to the overall success of the project. 
  4. Motivation: OKRs can also be a powerful motivator for remote teams. When everyone on the team is working towards the same goals, it can create a sense of shared purpose and motivation which can be helpful to support employee morale and keep team members engaged, even when working from home. 

Tips for setting effective OKRs for remote teams

  1. Keep it simple: When setting OKRs for remote teams, it’s important to keep things simple and focused. Choose a small number of objectives that are clear, specific, and measurable, and make sure that everyone on the team understands them. 
  2. Involve everyone: When setting OKRs for remote teams, it’s important to involve everyone in the process. This helps to ensure buy-in and ownership and can also help to detect potential roadblocks or challenges early on. 
  3. Use the right tools: To track and measure progress towards OKRs for remote teams, it’s important to use the right tools. There are many software tools available that can help project managers and team members to stay on track in remote team management and monitor progress in real-time. 
  4. Communicate regularly: When working remotely, communication is key. Make sure to communicate regularly with team members using a communication tool such as Microsoft Teams, providing updates on progress towards objectives and soliciting feedback and input. 
  5. Celebrate successes: Finally, when working towards OKRs for remote teams, it’s important to celebrate successes along the way. Use a recognition software to send customized recognitions or gift cards to your deserving employees.  


In conclusion, setting effective OKRs is essential for project managers who want to ensure that their teams are aligned, focused, and motivated towards achieving specific goals. Project managers can help their teams stay on track and measure progress by setting clear objectives and key results. 

Using OKRs and OKR software can bring many benefits to project managers and their teams, including increased clarity, alignment, accountability, and motivation. OKRs can be especially useful for remote teams, as they give you a clear framework for setting and achieving goals, no matter where team members are located. If you’re looking for a deep dive into OKR adoption, we recommend checking out our other blog posts.

If you’re a project manager looking to start setting effective OKRs for your projects and teams, we encourage you to give it a try! Remember to keep things simple, involve everyone, use the right tools, communicate regularly, and celebrate successes along the way. 

And speaking of tools, we highly recommend Teamflect as an OKR software for project managers. With its user-friendly interface, real-time tracking and reporting, and customizable templates, Teamflect can help project managers and their teams to set, track, and achieve their objectives with ease. 

So what are you waiting for? Start setting effective OKRs for your projects and teams today, and see how Teamflect can help you achieve your goals! 

Written by Ezgi Cullu

Ezgi is a content writer and HR enthusiast working in Teamflect. Her goal is to provide creative uptakes on HR trends all over the world as a Gen-Z employee.

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