Most teams don’t suffer from a lack of effort; they suffer from unclear ownership. Work overlaps, handoffs leak, and reviews turn into updates because no one can say, “This part is mine, and here’s how you’ll see it moving.”
IKRs – Individual Key Responsibility for a role can help solve that. They describe what a person owns as per the role, and in this quarter and the few results that show progress. When written well, IKRs make weekly reviews faster, decisions easier, and performance conversations calmer.
This article shows how to write IKRs in plain language, how to review them in 30 minutes, and how to avoid the traps that make them feel like paperwork.
What an IKR is (and isn’t)
An IKR is a short note for an individual key responsibility that answers three questions:
- What is my role and what do I own this quarter? (in one sentence, tied to role, team/company goals)
- What few results will show movement? (reviewable weekly/bi-weekly)
- Where and how will we review it? (the review slot + input format)
That’s it. No long competency lists, no bloated scorecards. IKRs don’t replace OKRs at the team or company level; they connect those goals to day-to-day ownership so everyone knows who moves what.
Example – Operations Lead (Customer Support)
Role-based Ownership:
Faster, more reliable support so customers get back to work without escalation.
Individual Key Responsibilities (quarter):
- First response time (P1) ≤ 10 mins (weekday working hours)
- Resolution time (P1 median) ≤ 4 hours
- Reopen rate ≤ 8%
- Monthly quality audits completed; coaching actions closed within 7 days
Review mechanics:
Progress reviewed in Ops Health (Mon 16:30) with the TRICEA review artifact.
How to write IKRs that won’t collapse under review
- Start from the team/company goals. The individual’s ownership must serve the quarter’s priorities.
- Write like a human. If the ownership line needs jargon, it isn’t clear yet.
- Pick results you can see move each week. If it only shifts at quarter-end, it belongs in a plan, not an IKR.
- Use real baselines and targets. “Improve” isn’t reviewable; “42% → 58%” is.
- Keep it short. One ownership line, three or four IKRs, and a one-line review mechanic.
The 30-minute Review (works for any function)
You don’t need a new ritual. Use your existing cadence and the TRICEA review artifact.
Before the meeting
Each owner brings a one-to-two-page snapshot: the trend vs target for their IKRs, a short “what changed” note, top 1–2 blockers with owners and dates, and – only if needed – a clear ask for a decision.
In the room (20–30 minutes total)
- Open (1 min). Restate the review’s purpose and decision scope.
- Per owner (5–7 mins). Look at the trend, hear the delta, confirm blockers and any ask.
- Decide (last 5–8 mins). Make the call if it is in scope; log owners/dates where you already track work; schedule a small follow-up only if needed.
After
No new spreadsheets.
Actions live where the team already works.
Measures stay stable for the quarter so trends mean something.
What changes when individuals have IKRs
- Ownership is visible. You can point to who moves which result, and by when.
- Reviews get faster. Less narration, more decisions.
- Handoffs stop leaking. Overlaps and gaps show up early because results are specific.
- Performance talks are calmer. You’re discussing outcomes and evidence, not personalities.
Common pitfalls (and quick fixes)
- Too many results. If you need a second page, you’re back to a job description. Keep 3–4.
- Activity instead of outcome. “Run workshops” isn’t a result; “reduce handoff rework to ≤ 10%” is.
- New measures every week. Hold the set steady this quarter unless a result is clearly wrong.
- IKRs written in isolation. Draft them with adjacent roles so handoffs are explicit.
- No place to review. Every IKR must name the review where it lives.
Want help getting IKRs in place?
If you want a fast, no-ceremony rollout, you need to understand all components of IKRs. So, start with the Growth Alignment Audit to see where ownership and reviews are leaking, then run a focused 12-week sprint through Strategy Studio to install the cadence.