What’s the Difference Between SMART Goals and OKRs?
Goal-setting frameworks help create a roadmap for success, but they’re not all the same. While there are many methods to set goals, two of the most popular methods are SMART Goals and OKRs (Objectives and Key Results). While both approaches aim to improve focus and productivity, they have distinct structures, uses, and advantages.
This guide will break down the differences between SMART goals and OKRs, explain when to use each, and provide real-world examples to help you decide which method is best for your needs.
What Are SMART Goals?
SMART is an acronym that stands for:
- Specific – Clearly defined objectives.
- Measurable – Trackable progress indicators.
- Achievable – Realistic and attainable within resources and constraints.
- Relevant – Aligned with broader goals or values.
- Time-bound – A deadline or timeframe for completion.
Example of a SMART Goal:
“I will increase my LinkedIn engagement by posting twice a week and responding to all comments within 24 hours for the next three months.”
SMART goals are commonly used for personal development, business growth, and habit formation because they help ensure clarity and focus. They work best for individual goals or short-term planning. For a step-by-step guide, check out our deep dive on how to set SMART goals.
What Are OKRs?
OKR stands for Objectives and Key Results. It is a goal-setting framework popularized by companies like Google, Intel, and Spotify to drive ambitious outcomes.
- Objectives – A broad, qualitative statement defining a significant goal.
- Key Results – Measurable outcomes that indicate success in achieving the objective.
Example of an OKR:
Objective: Improve customer satisfaction and retention.
- Key Result 1: Increase customer satisfaction score from 75% to 90% within six months.
- Key Result 2: Reduce customer churn rate from 5% to 2% over the next quarter.
- Key Result 3: Implement a new customer support system by Q2.
OKRs work well for businesses, teams, and organizations that want to push boundaries and align efforts across departments. They are often ambitious and aspirational rather than purely realistic.
Key Differences Between SMART Goals and OKRs
While SMART and OKR both set out to achieve the same results (crushing your goals!), there are some key differences between the two.
| Feature | SMART Goals | OKRs |
|---|---|---|
| Purpose | Clear, specific, and realistic goals. | Ambitious, high-impact objectives. |
| Structure | Single goal with a measurable outcome. | One objective with multiple key results. |
| Scope | Individual or small team goals. | Organizational, departmental, or company-wide. |
| Flexibility | Fixed and specific. | Encourages adaptation and iteration. |
| Timeframe | Short to medium-term (weeks to months). | Medium to long-term (quarters to years). |
| Measurement | Success is based on whether the goal is achieved. | Success is based on progress toward key results. |
| Ambition | Focuses on attainable, realistic goals. | Encourages stretch goals and bold objectives. |
While it may simply seem like a matter of preference on which method to choose, there are circumstances where one may produce better results than the other.
When to Use SMART Goals vs. OKRs
Use SMART Goals When:
- You need a clear, structured plan for achieving a specific objective.
- You’re working on personal development or performance-based tasks.
- The goal is realistic and achievable within a set timeframe.
- Examples: Weight loss goals, learning new skills, improving personal productivity.
Use OKRs When:
- You’re aiming for big-picture impact across a team or company.
- You want to set ambitious, measurable targets that push boundaries.
- You need a framework for aligning multiple people or teams toward a shared vision.
- Examples: Business growth, product development, improving customer experience.
Can You Use SMART Goals and OKRs Together?
Yes! In many cases, SMART Goals and OKRs can complement each other. You can layer them together. Think of it as Inception for goal-setting!
- OKRs help define overarching objectives.
- SMART Goals break those objectives into smaller, actionable steps.
For example:
- OKR: Expand brand reach through content marketing.
- SMART Goal 1: Publish 10 blog posts in the next three months.
- SMART Goal 2: Increase email subscribers by 15% within six months.
By combining both methods, you ensure that high-level objectives remain ambitious while still having clear, actionable steps toward achieving them.
Final Thoughts
Both SMART goals and OKRs are powerful tools for goal-setting, but they serve different purposes. SMART goals are great for structured, achievable progress, while OKRs drive ambition and alignment at an organizational level. Choosing the right framework depends on your needs, scale, and desired outcomes.
Want to dive deeper? Check out our guide on how to track and measure your SMART goals for practical tips on staying on course!
