Let’s assume you are setting OKRs at the company, team, and contributor levels. Larger companies may have additional levels.
4 to 6 weeks before quarter
Brainstorm Annual and Q1 OKRs for Company
- Senior leaders start brainstorming top-line company OKRs.
- If you’re setting OKRs for Q1, this is also the time to set your annual plan, which can help guide the direction of company.
2 weeks before quarter
Communicate Company-wide OKRs for Upcoming Year and Q1
- Finalize company OKRs and communicate them to everyone.
Start of quarter
Communicate Team Q1 OKRs
- Based on the company’s OKRs, teams develop their own OKRs and share them at their meetings.
1 week after start of quarter
Share Employee Q1 OKRs
- One week after team OKRs are communicated, contributors share their own OKRs.
- This may require negotiation between contributors and their managers, typically in 1:1 settings.
Throughout quarter
Employees Track Progress and Check-in
- Throughout the quarter, employees measure and share their progress, checking in regularly with their managers.
- Periodically through the quarter, contributors assess how likely they are to fully achieve their OKRs.
- If attainment appears unlikely, they may need to recalibrate.
Near end of quarter
Employees Reflect and Score Q1 OKRs
- Toward the end of the quarter, contributors score their OKRs, perform a self-assessment, and reflect on what they have accomplished.
If I have questions, where should I send them?
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