OKRs Template
for scale-ups (50-200).
A simple OKR template with company-level objectives and team-level key results. Company → team → individual cascade.
Get the templateWhat's included
- Company objective
- Quarter
- Team key results
- Owners
- Confidence rating
- Review cadence
Why this version
Company → team → individual cascade.
OKRs work when owned by a person and reviewed weekly. They die in spreadsheets.
How scale-ups (50-200) use this template.
For scale-ups (50-200 people), OKRs cascade through company → team → individual levels. Company OKRs set direction; team OKRs translate; individual OKRs commit. The discipline at scale is preventing OKR sprawl — when every team has 5 OKRs and every person has 5 OKRs, the system collapses. Limit OKRs at every level (max 3 objectives, max 5 KRs per objective).
scale-ups (50-200)-specific gotchas
- Cascade clearly — team OKRs must trace to company
- Limit count: max 3 objectives, max 5 KRs each
- Individual OKRs are optional but recommended for senior roles
- Quarterly cadence with mid-quarter check-ins
- Public visibility — everyone should see everyone's OKRs
A 120-person scale-up runs cascading OKRs. Company-level set in Q1; team-level set in week 2; individual-level set in week 4. Quarterly review attends 80%+ completion across teams.
Common scale-ups (50-200) questions
What if a team's OKRs don't map to company?
Either the team's OKRs are wrong or the company's OKRs are missing a theme. Re-evaluate.
How do we handle cross-team dependencies?
Explicit cross-team commitments at OKR setting time. No surprises later.
Templates are starts.
If you want senior practitioners filling in this template for a specific scale-ups (50-200) engagement, brief us.
Brief us