OKR vs KPI
OKRs and KPIs both show up on the same dashboards, which is why they get confused. They do different jobs — one drives change, the other tracks health.
The key difference: KPIs are the metrics you always measure; OKRs are the focused, time-boxed bets you make to move them.
| Dimension | OKR | KPI |
|---|---|---|
| Purpose | Set ambitious, time-boxed goals | Track ongoing performance |
| Time horizon | Quarterly or annual | Continuous |
| Structure | Objective + 3–5 Key Results | Single metric with a target |
| Tone | Stretchy — 70% is a win | Operational — hit the number |
| Example | Objective: Become the default tool for finance teams | KPI: Monthly active users above 50,000 |
When to use OKR
Use OKRs when you need a team aligned on a small set of high-leverage bets for the next quarter.
When to use KPI
Use KPIs when you need a stable scoreboard the whole company watches every week.
FAQs
Can a KPI be a Key Result inside an OKR?
Yes — Key Results are often phrased as targets on existing KPIs ("MAU from 30K to 50K"). The OKR is the bet; the KPI is the metric you bet on.
Should every team have OKRs?
Not necessarily. Teams whose job is to keep something stable (support, infra, compliance) usually run on KPIs and SLAs, not OKRs.
How many OKRs should a team have?
Most companies cap it at 3 Objectives with 3–5 Key Results each. Anything more and focus collapses.