SMART Goals and OKRs: How to Use Them Together Effectively
Why Goal Setting Matters for Teams and Organizations
Setting effective goals is essential for team alignment, motivation, and business performance. Two of the most widely adopted goal-setting frameworks are SMART goals and OKRs (Objectives and Key Results).
Although often treated separately, these frameworks are not mutually exclusive. When used together, SMART and OKRs can bring structure, focus, and ambition to your strategy and execution.
Setting effective goals is essential for team alignment, motivation, and business performance. Two of the most widely adopted goal-setting frameworks are SMART goals and OKRs (Objectives and Key Results).
Although often treated separately, these frameworks are not mutually exclusive. When used together, SMART and OKRs can bring structure, focus, and ambition to your strategy and execution.
What Are SMART Goals?
SMART goals are designed to make goal-setting more structured and achievable. SMART is an acronym:
Specific – Clearly and unambiguous
Measurable – Trackable with data or evidence
Achievable – Realistic given available resources
Relevant – Aligned with priorities or business objectives
Time-bound – Deadline-driven or time-limited
Measurable – Trackable with data or evidence
Achievable – Realistic given available resources
Relevant – Aligned with priorities or business objectives
Time-bound – Deadline-driven or time-limited
SMART goals are commonly used for performance reviews, project management, and personal development. They are particularly useful when clarity, accountability, and feasibility are top priorities.
🔎 Tip: SMART criteria can be applied to both short-term and long-term goals as long as the goal can be broken into measurable steps.
🔎 Tip: SMART criteria can be applied to both short-term and long-term goals as long as the goal can be broken into measurable steps.
What Are OKRs (Objectives and Key Results)?
OKRs are a powerful framework for setting and tracking goals across teams, departments, and entire organizations. Each OKR consists of:
Objective: A qualitative, inspirational goal that provides focus
Key Results: 2−5 measurable outcomes that indicate progress toward the Objective
Key Results: 2−5 measurable outcomes that indicate progress toward the Objective
OKRs are commonly used in agile organizations, startups, and fast-scaling environments. They help drive strategic alignment, team collaboration, and innovation.
🧠 Unlike SMART goals, OKRs are not just about task completion. They focus on outcomes, learning, and impact and are often reviewed and adjusted quarterly.
🧠 Unlike SMART goals, OKRs are not just about task completion. They focus on outcomes, learning, and impact and are often reviewed and adjusted quarterly.
Key Differences Between SMART Goals and OKRs
💡 Use SMART for executional clarity and OKRs for strategic direction. Together, they offer a complete goal-setting toolkit.
When to Use SMART Goals
SMART goals work well when:
The outcome is specific and well-defined
You’re managing predictable tasks or deliverables
You’re setting goals for performance evaluation
You need clarity and focus in the short or medium term
You’re managing predictable tasks or deliverables
You’re setting goals for performance evaluation
You need clarity and focus in the short or medium term
When to Use OKRs
OKRs are best for:
Driving alignment across teams or departments
Fostering innovation or strategic transformation
Adapting to fast-changing environments
Encouraging learning over rigid execution
Fostering innovation or strategic transformation
Adapting to fast-changing environments
Encouraging learning over rigid execution
⏱ While OKRs are often set quarterly, adjust the cadence to your team’s workflow, for example, use 4- or 6-month cycles for longer initiatives.
How SMART and OKRs Work Together
Rather than choosing one over the other, you can combine SMART goals with OKRs. A common practice is to use SMART criteria when crafting Key Results making outcomes clearer and more measurable.
Example: Combining SMART and OKRs
Objective: Improve the customer onboarding experience
KR1: Increase product activation rate from 40% to 60% by end of Q2
KR2: Reduce average support ticket response time from 8 hours to under 4 hours
KR3: Launch in-app guided tours for new users by June 15
Each Key Result is specific, measurable, time-bound and supports a broader, strategic Objective.
Example: Combining SMART and OKRs
Objective: Improve the customer onboarding experience
KR1: Increase product activation rate from 40% to 60% by end of Q2
KR2: Reduce average support ticket response time from 8 hours to under 4 hours
KR3: Launch in-app guided tours for new users by June 15
Each Key Result is specific, measurable, time-bound and supports a broader, strategic Objective.
⚠️ Note: Using SMART-style Key Results is a best practice, not a requirement. Some advanced teams use directional or learning-focused Key Results depending on the goal type.
Common Mistakes to Avoid
Avoid these common pitfalls when using SMART goals or OKRs:
Writing vague goals (e.g., “do better,” “increase impact”)
Confusing tasks (outputs) with outcomes (results)
Setting too many goals at once
Failing to review or update regularly
Using frameworks rigidly instead of adapting them to your context
Confusing tasks (outputs) with outcomes (results)
Setting too many goals at once
Failing to review or update regularly
Using frameworks rigidly instead of adapting them to your context
A SaaS company wants to reduce churn:
Real-World Example: SMART + OKRs
- SMART Goal: Reduce customer churn from 8% to 6% by year-end
- OKR:
-KR1: Resolve 90% of tickets within 24 hours
-KR2: Increase CSAT score from 82 to 90
-KR3: Launch customer feedback survey before Q3
In this case, the SMART goal offers a performance metric, while the OKR provides broader drivers that influence the outcome.
- Q:Are SMART goals outdated?A:Not at all. SMART goals are still widely used — especially for operational and task-level clarity. They're most powerful when integrated with broader goal-setting frameworks like OKRs.
- Q:Can I use OKRs without Key Results?A:No. Key Results are essential. Without them, you can’t track progress or measure impact.
- Q:Do OKRs always have to be quarterly?A:Not necessarily. Quarterly OKRs are common, but the best cadence depends on your business cycle, team maturity, and project timelines.
Final Thoughts: Build a Flexible Goal System
SMART goals and OKRs are not competitors, they serve different, complementary purposes.
Use SMART goals for precision, accountability, and task execution
Use OKRs for alignment, ambition, and strategic learning
Use both to create a goal system that connects vision to action, across levels
Use OKRs for alignment, ambition, and strategic learning
Use both to create a goal system that connects vision to action, across levels
The most effective goal-setting systems are flexible, human-centered, and adapted to your organization’s needs and pace.
Want to empower your team with better goals? Explore our corporate OKR Practitioner Training or request a Goal-Setting Workshop for your company.