50+ OKR Examples by Department: Write Better OKRs [2026 Guide]

OKRs (Objectives and Key Results) are one of the most powerful goal-setting frameworks ever created. From Google and Intel to early-stage startups, thousands of organizations use OKRs to align teams, drive focus, and measure what matters. Yet 65% of startups fail to link their OKRs to company goals, and many teams still write vague objectives that never translate into measurable progress.

The difference between a high-performing OKR program and a failed one usually comes down to one thing: the quality of the OKRs themselves. Research shows that 83% of companies agree OKRs have a positive impact on their organization. Sears found that stores using OKRs consistently saw an 8.5% increase in sales, compared to just 3% for stores using them inconsistently.

This guide gives you 50+ fully fleshed-out OKR examples across 10 departments, a grading rubric, seasonal planning ideas, a good-vs-bad comparison section, and the exact formula for writing OKRs that drive results. Whether you are rolling out OKRs for the first time or refining your existing process, you will find ready-to-use examples you can adapt today.

The OKR Writing Formula

Before diving into examples, internalize the two formulas that separate great OKRs from mediocre ones.

Objective Formula

Verb + What You Will Achieve + Why It Matters

Example: "Launch a self-serve onboarding flow to reduce time-to-value for new customers."

A strong objective is qualitative, inspirational, time-bound (usually quarterly), and challenging but achievable. It answers the question: Where do we want to go?

Key Result Formula

Verb + Metric + From X to Y

Example: "Increase 14-day activation rate from 32% to 55%."

Key results are quantitative, measurable, and outcome-oriented (not output-oriented). Each objective should have 3–4 key results. More than that dilutes focus; fewer may not capture the full picture.

Pro tip: Teams that assign a single owner to each OKR boost completion rates by 26%, and those running weekly check-ins complete 43% more goals. Build accountability into every OKR you write.

💡 EvalFlow tip: EvalFlow lets you cascade OKRs from company level down to individuals, track real-time progress on the 0–1.0 scale, and run weekly check-ins with built-in reminders — all in one place. Schedule Your Demo

50+ OKR Examples by Department

Below you will find 5–6 complete OKRs for each of ten departments. Every example includes a qualitative objective and 3–4 measurable key results you can adapt to your organization.

1. Sales OKR Examples

Objective: Accelerate new business revenue to hit annual targets ahead of schedule

• KR1: Increase new logo ARR from $1.2M to $1.8M
• KR2: Improve average deal size from $18K to $25K
• KR3: Reduce average sales cycle length from 42 days to 30 days
• KR4: Achieve a win rate of 30% on qualified opportunities (up from 22%)

Objective: Build a repeatable outbound pipeline engine

• KR1: Generate 200 qualified outbound opportunities (up from 80)
• KR2: Increase outbound-sourced pipeline from $800K to $2M
• KR3: Achieve a 15% meeting-to-opportunity conversion rate (up from 9%)

Objective: Strengthen customer expansion revenue

• KR1: Increase net revenue retention from 105% to 115%
• KR2: Close $400K in upsell and cross-sell revenue (up from $200K)
• KR3: Grow number of multi-product accounts from 30 to 60

Objective: Improve sales team effectiveness through coaching and enablement

• KR1: Increase ramp time for new AEs from 6 months to 4 months
• KR2: Achieve 90% quota attainment across the team (up from 65%)
• KR3: Complete 4 structured coaching sessions per rep per month

Objective: Dominate the mid-market segment in our core vertical

• KR1: Close 15 new mid-market accounts (up from 7)
• KR2: Increase mid-market pipeline coverage to 4x (up from 2.5x)
• KR3: Achieve a Net Promoter Score of 60+ from mid-market buyers surveyed at close

2. Marketing OKR Examples

Objective: Establish the company as the thought leader in our category

• KR1: Increase organic blog traffic from 20K to 50K monthly visits
• KR2: Publish 12 high-quality pillar articles (one per week for the quarter)
• KR3: Earn 30 backlinks from domain authority 50+ sites (up from 10)
• KR4: Grow newsletter subscribers from 3,000 to 7,500

Objective: Generate high-quality pipeline for the sales team

• KR1: Deliver 500 marketing-qualified leads (up from 280)
• KR2: Achieve a 12% MQL-to-SQL conversion rate (up from 8%)
• KR3: Reduce cost per MQL from $120 to $75

Objective: Launch a product-led growth motion that drives self-serve signups

• KR1: Increase free trial signups from 300 to 800 per month
• KR2: Improve signup-to-activation rate from 25% to 40%
• KR3: Reduce customer acquisition cost for self-serve from $200 to $90

Objective: Strengthen brand awareness in our target market

• KR1: Increase unaided brand recall from 8% to 18% in quarterly survey
• KR2: Grow social media following from 5K to 15K across all platforms
• KR3: Secure 5 speaking slots at tier-1 industry conferences
• KR4: Achieve 2M impressions per month on brand campaigns (up from 600K)

Objective: Optimize the marketing tech stack for efficiency and attribution

• KR1: Implement multi-touch attribution across all channels by end of quarter
• KR2: Reduce time spent on manual reporting from 15 hours/week to 3 hours/week
• KR3: Achieve 95% data accuracy in CRM-to-marketing platform sync (up from 78%)

3. Engineering OKR Examples

Objective: Ship a reliable and performant product that delights users

• KR1: Reduce P1 bug count in production from 12 to 3
• KR2: Improve average API response time from 400ms to 150ms
• KR3: Achieve 99.95% uptime (up from 99.8%)
• KR4: Decrease mean time to recovery (MTTR) from 45 minutes to 15 minutes

Objective: Accelerate engineering velocity without sacrificing quality

• KR1: Increase deployment frequency from 2x/week to daily
• KR2: Reduce PR review turnaround time from 48 hours to 12 hours
• KR3: Maintain code coverage at 80%+ while increasing feature output by 30%

Objective: Eliminate technical debt to unblock future product development

• KR1: Refactor the legacy billing module, reducing associated bug tickets from 20/month to 5/month
• KR2: Migrate 100% of services to the new container orchestration platform
• KR3: Reduce build time from 18 minutes to 6 minutes

Objective: Build a world-class engineering culture that attracts top talent

• KR1: Increase engineering team eNPS from 30 to 55
• KR2: Achieve a 90-day new-hire retention rate of 95% (up from 80%)
• KR3: Publish 6 engineering blog posts showcasing internal projects
• KR4: Have 100% of engineers participate in at least one internal tech talk or hackathon

Objective: Strengthen platform security and compliance posture

• KR1: Achieve SOC 2 Type II certification by end of quarter
• KR2: Reduce critical and high vulnerabilities from 25 to 0
• KR3: Complete security training for 100% of engineering staff

4. Product OKR Examples

Objective: Deliver a product experience that drives daily engagement

• KR1: Increase daily active users (DAU) from 2,000 to 4,500
• KR2: Improve feature adoption rate for the new dashboard from 20% to 60%
• KR3: Reduce time-to-core-action from 5 minutes to 90 seconds for new users

Objective: Validate and launch the new reporting module to unlock expansion revenue

• KR1: Complete 30 customer discovery interviews with target personas
• KR2: Ship v1 of advanced reporting to 100% of pro-tier accounts
• KR3: Achieve a 4.0+ satisfaction score (out of 5) from beta participants
• KR4: Generate $50K in new expansion ARR from reporting upgrades

Objective: Reduce churn by solving the top pain points in the user journey

• KR1: Decrease monthly churn rate from 4.5% to 2.5%
• KR2: Resolve the top 5 churn-driver feature gaps identified in exit surveys
• KR3: Increase NPS from 35 to 50

Objective: Create a best-in-class mobile experience

• KR1: Launch the mobile app on iOS and Android by end of quarter
• KR2: Achieve 30% of weekly active users accessing via mobile (from 0%)
• KR3: Reach a 4.5+ app store rating with 100+ reviews within 60 days of launch

Objective: Build a data-informed product culture across the team

• KR1: Implement product analytics tracking for 100% of core user flows
• KR2: Reduce the average time from data request to insight from 5 days to 1 day
• KR3: Hold weekly product metric reviews with 90% attendance from cross-functional leads

5. Customer Success OKR Examples

Objective: Drive customer outcomes that lead to industry-best retention

• KR1: Increase gross revenue retention from 88% to 94%
• KR2: Reduce time to first value from 21 days to 10 days
• KR3: Achieve a customer health score of 'green' for 80% of accounts (up from 60%)

Objective: Turn customers into vocal advocates

• KR1: Increase NPS from 42 to 60
• KR2: Collect 20 new G2 reviews (up from 8 this quarter)
• KR3: Produce 5 customer case studies or video testimonials
• KR4: Grow customer referral-sourced pipeline from $100K to $300K

Objective: Implement a scalable onboarding program for new accounts

• KR1: Reduce onboarding time from 30 days to 14 days
• KR2: Achieve 90% completion of onboarding milestones within the first 21 days (up from 55%)
• KR3: Increase onboarding satisfaction score from 3.8 to 4.6 (out of 5)

Objective: Proactively identify and rescue at-risk accounts

• KR1: Reduce logo churn from 5% to 2.5% quarterly
• KR2: Contact 100% of at-risk accounts within 48 hours of health score drop
• KR3: Recover $150K in ARR from accounts flagged as at-risk (up from $40K)

Objective: Maximize expansion revenue through strategic account management

• KR1: Increase net revenue retention from 108% to 120%
• KR2: Identify and qualify 50 expansion opportunities across the book of business
• KR3: Close $250K in CS-sourced upsell ARR (up from $100K)

6. HR / People Ops OKR Examples

Objective: Build a high-performance culture that attracts and retains top talent

• KR1: Increase employee engagement score from 68% to 80%
• KR2: Reduce voluntary turnover from 18% to 12% annually
• KR3: Achieve an offer acceptance rate of 90% (up from 75%)
• KR4: Reach a Glassdoor rating of 4.3+ (up from 3.8)

Objective: Launch a manager development program that improves team performance

• KR1: Enroll 100% of people managers in the leadership development track
• KR2: Increase manager effectiveness score from 3.5 to 4.2 (out of 5) in 360 reviews
• KR3: Reduce skip-level escalations by 40%

Objective: Modernize the performance review process for continuous feedback

• KR1: Implement quarterly performance check-ins for 100% of employees (up from annual-only reviews)
• KR2: Achieve a 95% on-time completion rate for performance reviews (up from 72%)
• KR3: Increase employee satisfaction with the review process from 55% to 80%

Objective: Strengthen diversity, equity, and inclusion across the organization

• KR1: Increase underrepresented group representation in leadership from 18% to 28%
• KR2: Achieve a 90%+ inclusion score on the annual DEI survey (up from 74%)
• KR3: Launch 4 ERG-sponsored events per quarter with 50%+ employee participation

Objective: Streamline HR operations to reduce administrative burden

• KR1: Reduce average HR ticket resolution time from 72 hours to 24 hours
• KR2: Automate 80% of routine HR workflows (onboarding, offboarding, benefits enrollment)
• KR3: Decrease payroll errors from 3% to less than 0.5% per cycle

Objective: Design a compelling total rewards strategy to stay competitive

• KR1: Complete a market compensation analysis for 100% of roles
• KR2: Reduce compensation-related attrition from 8% to 3%
• KR3: Increase benefits utilization rate from 60% to 85%

💡 EvalFlow in action: EvalFlow's performance management module connects OKRs directly to quarterly reviews — so managers can reference live goal progress during every 1-on-1 and review cycle. Schedule Your Demo →

7. Finance OKR Examples

Objective: Drive financial discipline and profitability across the organization

• KR1: Improve operating margin from 12% to 18%
• KR2: Reduce discretionary spend by 15% without impacting team productivity scores
• KR3: Achieve 95% budget accuracy across all departments (variance within 5%)

Objective: Deliver world-class financial reporting and forecasting

• KR1: Reduce monthly close cycle from 12 business days to 5 business days
• KR2: Achieve 98% forecast accuracy for quarterly revenue (up from 88%)
• KR3: Automate 80% of recurring financial reports

Objective: Optimize cash flow management to extend runway

• KR1: Reduce days sales outstanding (DSO) from 52 days to 35 days
• KR2: Increase cash reserves from $2M to $3.5M
• KR3: Reduce late invoice payments from 22% to 8%

Objective: Strengthen audit readiness and financial compliance

• KR1: Achieve zero material findings in the annual external audit
• KR2: Complete SOX compliance documentation for 100% of key controls
• KR3: Reduce audit preparation time from 6 weeks to 3 weeks

Objective: Enable data-driven decision making through improved FP&A

• KR1: Deliver department-level unit economics dashboards to all business unit leaders
• KR2: Reduce ad hoc financial analysis turnaround from 5 days to 1 day
• KR3: Conduct quarterly business reviews with 100% of department heads

8. Operations OKR Examples

Objective: Improve operational efficiency to support the company's scaling goals

• KR1: Reduce operational cost per unit from $14 to $9
• KR2: Improve process cycle time for order fulfillment from 5 days to 2 days
• KR3: Achieve 98% on-time delivery rate (up from 91%)

Objective: Build a resilient and diversified supply chain

• KR1: Reduce single-source dependency from 40% of components to 15%
• KR2: Onboard 5 new qualified vendors for critical materials
• KR3: Decrease average lead time from 30 days to 18 days
• KR4: Maintain inventory accuracy at 99%+ (up from 94%)

Objective: Automate manual workflows to free up team capacity

• KR1: Identify and automate 10 high-volume manual processes
• KR2: Reduce time spent on data entry from 80 hours/week to 20 hours/week across the ops team
• KR3: Achieve $200K in annualized cost savings through automation

Objective: Strengthen quality assurance to reduce defects and returns

• KR1: Reduce product defect rate from 3.2% to 1.0%
• KR2: Decrease customer return rate from 8% to 3%
• KR3: Achieve ISO 9001 recertification with zero non-conformities

Objective: Improve cross-functional coordination through better project management

• KR1: Increase on-time project delivery from 65% to 90%
• KR2: Reduce average project scope creep from 25% to 10%
• KR3: Implement standardized project management methodology across 100% of cross-functional initiatives

9. Executive / Company-Level OKR Examples

Objective: Achieve sustainable, profitable growth that positions us for Series B

• KR1: Grow ARR from $4M to $7M
• KR2: Improve net revenue retention from 110% to 125%
• KR3: Reduce burn rate to achieve 18+ months of runway
• KR4: Achieve a gross margin of 75%+ (up from 68%)

Objective: Create an aligned, high-performing organization through OKR adoption

• KR1: Achieve 100% OKR adoption across all departments
• KR2: Ensure 90%+ of team OKRs are directly linked to company-level OKRs
• KR3: Increase average OKR score from 0.4 to 0.7 across the organization

Objective: Become the category leader in our market segment

• KR1: Increase market share from 5% to 12%
• KR2: Win 3 industry analyst recognitions or awards
• KR3: Achieve top-3 ranking for the primary category keyword in G2 and Capterra
• KR4: Grow unaided brand awareness from 10% to 25% in our ICP

Objective: Build a resilient, innovation-driven company culture

• KR1: Increase company-wide engagement score from 72% to 85%
• KR2: Launch an internal innovation program that generates 10+ funded experiments
• KR3: Reduce regrettable attrition from 12% to 6%

Objective: Deliver exceptional customer value that drives word-of-mouth growth

• KR1: Increase NPS from 45 to 65
• KR2: Grow customer referral revenue from 10% to 25% of new ARR
• KR3: Achieve a customer satisfaction (CSAT) score of 92%+ (up from 84%)

10. Data & Analytics OKR Examples

Objective: Democratize data access so every team can make data-driven decisions

• KR1: Increase self-serve analytics adoption from 20% to 70% of employees
• KR2: Reduce average data request turnaround from 5 business days to same-day
• KR3: Launch a company-wide data literacy training with 80%+ completion rate

Objective: Build a reliable and trusted data infrastructure

• KR1: Achieve 99.9% data pipeline uptime (up from 97%)
• KR2: Reduce data discrepancies between source systems from 8% to less than 1%
• KR3: Implement data quality monitoring for 100% of critical data assets

Objective: Deliver actionable insights that directly impact business outcomes

• KR1: Produce 10 strategic analysis reports that influence executive decisions
• KR2: Increase the measurable revenue impact of analytics projects from $200K to $500K
• KR3: Reduce time-to-insight for ad hoc analyses from 3 days to 4 hours

Objective: Implement advanced analytics capabilities to create competitive advantage

• KR1: Deploy 3 production machine learning models (churn prediction, lead scoring, demand forecasting)
• KR2: Achieve 85%+ accuracy on the churn prediction model (up from 70%)
• KR3: Reduce false positive rate in anomaly detection from 30% to 10%

Objective: Strengthen data governance and compliance across the organization

• KR1: Catalog and classify 100% of production data assets
• KR2: Reduce data access permission errors from 15 incidents/quarter to 0
• KR3: Achieve full GDPR and CCPA compliance for all customer data pipelines
• KR4: Implement automated PII detection with 99% recall

Good OKR vs. Bad OKR: 10 Before-and-After Transformations

One of the fastest ways to improve your OKR writing is to see what goes wrong and how to fix it. Below are ten common "bad" OKRs paired with their improved versions and an explanation of what changed.

Pattern to notice: Bad OKRs tend to describe activities or vague aspirations. Good OKRs describe measurable outcomes tied to strategy. When reviewing your OKRs, ask: "Could I score this on a 0–1.0 scale?" If not, rewrite it.

OKR Grading Rubric: How to Score Your OKRs on a 0–1.0 Scale

Google popularized the 0–1.0 grading scale for OKRs, and it remains the gold standard for measuring progress. Here is how to interpret each score level, with examples.

Grading guidelines:

• The ideal average score for a quarter is 0.6–0.7. This means the team set ambitious targets and made strong progress.
• Scores below 0.3 consistently indicate a need for better resource planning, alignment, or OKR calibration.
• Scores of 1.0 every quarter suggest the team is setting OKRs that are too safe. Raise the bar.
• Grade at the key result level first, then average up to the objective level. Do not grade objectives subjectively.

💡 EvalFlow's built-in OKR scoring feature lets you track progress against each key result in real time, automatically calculate objective scores, and visualize trends across quarters — so grading becomes a five-minute exercise, not a spreadsheet headache.

Quarterly OKR Planning Guide: Seasonal Ideas by Quarter

Different quarters carry different business rhythms. Use this seasonal guide to set OKRs that match the natural cadence of your organization.

Q1 (January – March): Set the Foundation

Q1 is about establishing the yearly strategy and building momentum. Focus OKRs on:

• Annual planning alignment — cascade company-level OKRs down to team-level goals
• New initiative launches — kick off major projects with clear success metrics
• Pipeline building — sales and marketing should focus on filling the top of the funnel
• Talent planning — finalize hiring plans and launch employer branding campaigns

Sample Q1 Objective: "Lay the operational and strategic groundwork to achieve our most ambitious year yet."

Q2 (April – June): Accelerate Execution

Q2 is about hitting your stride. Focus OKRs on:

• Execution velocity — ship features, close deals, and convert pipeline
• Mid-year check — OKRs should reflect learning from Q1 results
• Customer expansion — upsell and cross-sell to existing accounts
• Process improvement — fix bottlenecks identified during Q1

Sample Q2 Objective: "Accelerate execution on our core growth levers to reach the half-year milestone."

Q3 (July – September): Scale and Optimize

Q3 is the optimization quarter. Focus OKRs on:

• Scaling what works — double down on top-performing channels and products
• Efficiency gains — automate, streamline, and reduce costs
• Retention and engagement — address summer slumps in productivity and morale
• Pre-Q4 preparation — set the stage for the year's strongest quarter

Sample Q3 Objective: "Scale our proven playbooks and optimize unit economics to prepare for a record Q4."

Q4 (October – December): Close Strong and Plan Ahead

Q4 is about finishing the year with impact while preparing for the next. Focus OKRs on:

• Revenue push — close year-end deals, accelerate renewals
• Annual planning — run retrospectives, gather input for next year's strategy
• People and culture — recognition, end-of-year reviews, engagement surveys
• Technical investment — tackle strategic tech debt during the holiday quiet period

Sample Q4 Objective: "Close the year at or above annual targets and build the strategic plan for next year."

10 Common OKR Mistakes (and How to Fix Them)

Even experienced teams fall into these traps. Here are the ten most common OKR pitfalls, along with practical fixes.

1. Writing Too Many OKRs The problem: Teams set 8–10 objectives per quarter, diluting focus across too many priorities. The fix: Limit to 3–5 objectives with 3–4 key results each. Force prioritization by asking: "If we could only accomplish one thing this quarter, what would it be?"

2. Confusing Key Results with Tasks The problem: Key results like "Launch email campaign" or "Hire two designers" describe activities, not outcomes. The fix: Reframe every key result as a measurable outcome. Instead of "Launch email campaign," write "Increase email-sourced pipeline from $100K to $300K." The campaign is the initiative; the pipeline is the key result.

3. Setting OKRs in a Vacuum The problem: Team OKRs are disconnected from company strategy. 65% of startups fail to link OKRs to company goals. The fix: Always start with company-level OKRs and cascade downward. Every team OKR should clearly connect to at least one company objective. If you cannot draw the line, the OKR does not belong.

4. No Weekly Check-ins The problem: OKRs are set at the start of the quarter and forgotten until the review. The fix: Implement weekly OKR check-ins. Teams that do weekly check-ins complete 43% more goals. A 15-minute standing meeting to update progress, flag blockers, and recalibrate is all it takes.

5. No Clear Owner The problem: OKRs are "shared" across multiple people with no single point of accountability. The fix: Assign one owner per OKR. Assigning a single OKR owner boosts completion by 26%. The owner is not doing all the work — they are responsible for driving progress and reporting status.

6. Sandbagging (Setting Easy Targets) The problem: Teams set conservative targets to guarantee a 1.0 score, undermining the purpose of stretch goals. The fix: Aim for a 0.6–0.7 average score. If a team consistently hits 1.0, the targets are not ambitious enough. Calibrate by asking: "Would achieving 70% of this still represent a meaningful win?"

7. Using OKRs as a Performance Evaluation Tool The problem: Tying OKR scores directly to bonuses or promotions incentivizes gaming and sandbagging. The fix: Separate OKR scores from compensation decisions. OKRs should drive learning and alignment, not fear. Use them as one input in a broader performance conversation, not the sole determinant.

8. Failing to Iterate Between Quarters The problem: Teams repeat the same OKR structure without reflecting on what worked and what did not. The fix: Run an OKR retrospective at the end of each quarter. What OKRs drove the most impact? Which were poorly written or misaligned? End-of-cycle reviews improve success rates by 30–45%.

9. Ignoring Leading Indicators The problem: Key results only measure lagging outcomes (revenue, churn) with no visibility into whether the team is on track mid-quarter. The fix: Include a mix of leading and lagging key results. For example, pair "Increase revenue to $3M" (lagging) with "Generate 200 qualified opportunities" (leading) so you can course-correct early.

10. Overcomplicating the Process The problem: OKR rollout becomes a bureaucratic exercise with complex templates, multiple approval layers, and rigid scoring rubrics. The fix: Keep it simple, especially in the first two quarters. Use a lightweight tool, not a 50-column spreadsheet. Start with company + one or two team levels. Expand as the organization builds OKR maturity.

OKR Statistics: What the Data Says (2026)

Backing your OKR program with data helps build executive buy-in and motivate teams. Here are the most important OKR statistics from recent research.

These statistics reinforce a consistent theme: OKRs work best when they are aligned to strategy, checked on regularly, owned by individuals, and supported by coaching. The framework itself is simple; the discipline of execution is what separates high performers from the rest.

How EvalFlow Makes OKR Tracking Effortless

Writing great OKRs is half the battle. Tracking them consistently, keeping teams aligned, and scoring them objectively is where most organizations struggle. That is exactly what EvalFlow is built for.

• Set and cascade OKRs from company-level down to individual contributors in minutes
• Track real-time progress with automatic scoring on the 0–1.0 scale
• Run weekly check-ins with built-in reminders and status updates
• Visualize OKR alignment across teams to spot disconnects before they become problems
• Connect OKRs to performance reviews for a complete picture of employee contributions

Schedule Your Demo →

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Conclusion: Start Writing Better OKRs Today

Great OKRs are not about perfection. They are about clarity, alignment, and a relentless focus on measurable outcomes. Use the 50+ examples in this guide as a starting point, adapt them to your organization's context, and apply the writing formula, grading rubric, and seasonal planning framework to keep improving each quarter.

Remember the key principles that make OKRs effective:

• Start with company-level objectives and cascade downward
• Write outcomes, not activities
• Assign a single owner to every OKR
• Check in weekly, not quarterly
• Score honestly on the 0–1.0 scale and use the data to calibrate
• Run retrospectives and iterate every quarter

The organizations that get OKRs right do not treat them as a compliance exercise. They use OKRs as a strategic operating system that keeps everyone rowing in the same direction. Start with one team, one quarter, and the examples in this guide. The results will speak for themselves.