Before you start
Most teams struggle with OKRs because planning sessions turn into either a box-checking exercise or an overwhelming wish list. The result? Goals that don't align, teams that lose focus mid-quarter, and progress that's impossible to measure. Quarterly OKR planning should fix those problems — but only if it's done with a clear, repeatable process.
The 7 steps
7 steps · sequentialPreparation
Gather insights and context so planning is data-driven and grounded in reality. Before you start writing new OKRs, you need to know where you stand.
- Review last quarter's OKRs — which were met, which weren't, and why?
- Look at performance metrics — KPIs, financial reports, and customer feedback
- Collect input from teams — what worked, what stalled, what's changing?
- Revisit strategic priorities — are annual goals still relevant?
- Consider external factors — market trends, competitive moves, emerging opportunities
Draft company-level OKRs
Define 3–5 company-wide priorities for the quarter. More than that and focus starts to slip.
- Select top focus areas based on strategy and market realities
- Draft Objectives — qualitative, inspiring, outcome-focused
- Identify measurable Key Results
- Check for ambition without overreach
- Assign provisional owners for each Objective
Team alignment sessions
Cascade company OKRs into departmental and team-level OKRs. Each department writes its own that plugs into the company set — not parallel, not adjacent.
- Share company OKRs with all managers
- Host workshops so departments can set their own aligned OKRs
- Identify cross-team dependencies early
- Encourage collaboration between teams to avoid misalignment
Review & refine
Iterate until every OKR is clear, measurable, and aligned.
- Department heads submit draft OKRs to leadership
- Leadership reviews for clarity, alignment, and feasibility
- Hold 1:1 check-ins with key owners to resolve conflicts or overlaps
- Finalize OKR wording and metrics
Approve & publish
Make OKRs official and accessible. Don't bury them in a doc nobody opens twice.
- Secure leadership approval on all OKRs
- Publish OKRs in your chosen tracking tool or shared document
- Announce them company-wide via an all-hands meeting, Slack, or email
- Confirm that all owners understand accountability expectations
Kick off execution
Start the quarter with clear direction and momentum.
- Link each OKR to relevant projects and initiatives
- Set a cadence for weekly or bi-weekly progress check-ins
- Define who reports on each Key Result and how
- Address any questions in early team meetings
Mid-quarter review (optional but recommended)
Catch problems early and adjust course. Most OKRs fail in week 9 because nobody looked at them in week 6.
- Review current progress against all Key Results
- Identify blockers and decide on tactical changes
- Reallocate resources if needed
- Communicate updates openly to maintain trust
Outputs of this workflow
- 3–5 company-level OKRs — Objectives + Key Results with assigned owners
- Department OKRs for every team — explicitly pointing at company-level objectives
- A clear cadence — weekly check-ins scheduled, mid-quarter review on the calendar
- Cross-team dependencies surfaced and resolved before the quarter starts
- One announced, accessible OKR set — not buried in a doc, ready for the team to act on
Run this workflow inside OKRs Tool — no spreadsheets, no PDFs.
Owners, cascading, weekly check-ins, mid-quarter reviews — all built in. Free for up to 5 users.