The idea of “stretch goals” is baked into the OKR philosophy. Big, bold, ambitious targets are meant to energise teams and drive high performance. But there’s a fine line between challenging and crushing. When OKRs are set too aggressively—without support systems in place—they can actually lead to stress, burnout, or disengagement.

What exactly are stretch goals in OKRs?

Stretch goals are aspirational targets—outcomes that go beyond business-as-usual. In the OKR model, they usually take the form of Key Results that sit just out of comfortable reach. They’re not guarantees. In fact, achieving 70% of a stretch goal is often considered a success.

Stretch Goals ≠ Unrealistic Expectations

Stretch goals should:

• Be ambitious, but achievable with effort

• Spark creativity and break old patterns

• Promote growth—not fear of failure

Used wisely, stretch goals are a powerful motivational tool. But when applied poorly, they become a burden.

Why can stretch OKRs cause burnout?

There are a few common ways stretch OKRs backfire:

• They’re stacked too high. If every OKR is a stretch goal, the team never catches a break.

• Progress isn’t visible. When goals feel distant and abstract, people lose momentum.

• They’re tied too closely to performance reviews. This makes risk-taking feel dangerous.

• There’s no psychological safety. If employees fear “missing the mark,” innovation dries up.

What’s the best way to introduce stretch goals into your OKRs?

Here’s how you can make stretch goals work for your team—without risking their wellbeing.

1. Use a mix of committed and aspirational goals

Not every OKR needs to be a stretch. Aim for a blend:

• Committed KRs = minimum viable results

• Aspirational KRs = stretch outcomes

This way, teams stay grounded while still reaching higher.

2. Make sure Key Results are measurable and motivating

A good stretch KR should be:

• Clearly defined (no fuzzy metrics)

• Tied to impact, not activity

• Inspiring enough to rally the team

Avoid vague or gimmicky goals like “go viral” or “be the best.” Focus on results that matter.

3. Create space for failure—and learning

In a healthy OKR culture, missing a stretch goal shouldn’t be punished. Instead, ask:

• What did we learn?

• What would we try differently next time? This is how you build resilience and adaptability.

4. Monitor team health alongside progress

Use CFRs (Conversations, Feedback & Recognition) to check in regularly—not just on outcomes, but on how people are feeling. A team achieving stretch goals at the cost of burnout isn’t winning.

Learn more about how OKRs and CFRs work together →

What are some examples of realistic stretch OKRs?

Let’s say you’re leading a B2B SaaS product team:

Objective: Prove the feature’s worth—get it in people’s hands, keep it solid, and learn fast.

Key Results:

1. Increase weekly active users of the feature from 1,100 to 1,540
2. Keep bug rate under 2% for the first 4 weeks after launch
3. Reduce weekly support tickets about the feature from 45 to under 30

You’ve got stretch in here, but you’ve also got stabilisers—so the whole thing doesn’t fall apart under pressure.

How do you know if your team is being pushed too far?

Look for signs:

• Low morale or disengagement

• Missed goals across the board

• Avoidance of ambitious ideas

• Resistance to the OKR process

The key is sustainable challenge—ambition that energises, not depletes.

If you’re unsure, ask your team directly during 1:1s or weekly check-ins. Psychological safety isn’t just a buzzword—it’s your early warning system.

Need Help Refining Your OKRs?

Need help designing stretch OKRs that don’t exhaust your team?

Book an OKR Coaching Session with our team—we’ll help you get ambitious and stay human.

Conclusion / TL;DR

• Stretch goals are a core part of OKRs—but only when used intentionally.

• Avoid burnout by blending ambitious goals with realistic expectations.

• Regular check-ins, psychological safety, and clear measurement are key.

• The goal isn’t 100% perfection—it’s meaningful progress.

Set bold goals. Track them wisely. And always keep your people in mind.