Quarterly OKRs: 5 Tips for Successful Wrap-Up


Recommended reading: How to write great OKRs?

Imagine a scene! the quarter is about to end and it’s time to review and wrap up quarterly OKRs.

The clock’s ticking. Everyone is in a rush. And you are busy evaluating which goals are yet to be achieved. And what has already been done. It’s also time to think about your priorities for the next quarter. 

There are so many checklists and questions going in your head.

Have my teams found ways of closing out quarterly OKRs? Will my teams beat the clock and tick all the boxes? Have they reflected on their OKR progress? How will I deal with this end-of-quarter OKRs rush? 

Feeling overwhelmed!!

Here is a step by step guide to help you prepare best to wrap up your quarterly OKRs

How to wrap-up quarterly OKRs?

Before you start to review and wrap up quarterly OKRs- remember that wrapping up quarterly OKRs is teamwork. And to see the best results every team irrespective of their department have to come together.

Here’s the ultimate quarterly OKRs review and wrap-up checklist for you:

Track and gather the metrics

Track your team’s OKR  progress and gather the key results scores. You can score your OKRs on a scale of 1 to 10 on the basis of how far the objectives have been achieved.

This will help you evaluate your progress in a truly data-driven manner. 

If the scores are low this might suggest that your OKRs were unrealistic. On the other hand, if the score is too high it may suggest that your OKRs were not ambitious enough.

Whatever learning you made from this process. It will help you to form the basis for designing your next set of quarterly OKRs.

Make sure everyone is up to date

It is important to ensure that your teams have clarity about their OKR status. At the same time, they have visibility into what other teams have been doing. It can be achieved through regular check-ins with your teams.

This step will help you check if your teams are aligned or not. When everyone in your team is on the same page taking decisions based on priorities becomes easy. As you have the data in hand to rely on instead of guessing.

Organize OKR check-ins

The importance of check-ins for OKR success cannot be emphasized enough. OKR check-ins provide you an opportunity to have 1 on 1 discussion in all OKR matters. 

With OKR check-ins you can discuss with your leaders and team members about – what went well, what didn’t work for them, what needs to be dealt with immediately, what problems they are facing etc. at an individual as well as team level.

OKR check-ins will help you understand what’s holding teams back. You will further get the chance to push priorities that might have shifted midway. 

Dig into opportunities

Organize Quarterly OKRs review meetings to dig into opportunities. During these meetings, go through each key result with your teams. Find out what went well and what needs to be done better. 

Let the OKR leaders from each team present their learnings and achievements before everyone. Here teams can give a small presentation highlighting the most important lessons with context. 

So that other teams can benefit from their learnings and experiences. And use them in designing their OKRs for the next quarter.

If you are a large-scale company working with multiple departments. The OKR review meetings can be held at the departmental level. 

Plan the future

Now that you have gathered the data and matrix you need through OKR check-ins and OKR review meetings. It’s high time to plan for the next quarter.

OKRs have the power to build the future of your organization. But OKR failures can cost you a fortune. 

Hence it’s important to find out the core reasons behind your OKR success or failure for the present quarter. And use it as context while designing OKRs for the next quarter.

Do an organization need to plan new OKRs every quarter?

While the frequency of planning new OKRs may vary depending on the organization’s needs and industry dynamics, it is generally recommended to set new OKRs every quarter. Quarterly OKR planning allows for agility and adaptability in a rapidly changing business environment.

It enables organizations to stay responsive to market shifts, emerging opportunities, and evolving priorities. Quarterly OKR cycles provide a structured framework for goal-setting, progress tracking, and performance evaluation. They create a rhythm of accountability, regular check-ins, and reviews, fostering a culture of continuous improvement.


Planning new OKRs every quarter is essential for organizational agility and goal alignment. To streamline this process and maximize the benefits of OKR implementation, consider leveraging powerful OKR software like 10xWinners.

With its user-friendly interface and robust features, 10xWinners enables seamless OKR planning, tracking, and collaboration, empowering organizations to achieve remarkable results.

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Frequently Asked Questions

What does OKR software refer to?

OKR software refers to specialized software tools and platforms designed to facilitate the implementation, management, tracking, and analysis of the OKR (Objectives and Key Results) framework within organizations. OKR software provides a digital solution for setting and aligning goals, tracking progress, and fostering collaboration across teams and departments.

Which is considered the best OKR software?

The “best” OKR software can vary depending on your organization’s specific needs, goals, size, and preferences. There are several well-regarded OKR software options available, each with its own strengths and features. It’s important to evaluate these platforms based on your organization’s requirements. Here are a few popular OKR software tools that are often considered among the best: Asana, WorkBoard, Perdoo, 15Five, Weekdone, Koan, Gtmhub, Betterworks and Atiim.

How do I select suitable OKR software?

Selecting suitable OKR software requires careful consideration of your organization’s needs, goals, and operational processes. Choose the right OKR software based on the Organization’s Needs, Key Features, Budget, Available Options, Demos, Trials, User-Friendliness, Integration Capabilities, Scalability, Customization Options, Support, Training, Team Consultation, References, Trial Period, Long-Term Value, Data Security and Privacy.

Should OKRs be measurable?

Yes, one of the fundamental principles of the OKR (Objectives and Key Results) framework is that Key Results should be measurable. The concept of measurability is crucial for creating clear and actionable goals that can be tracked, evaluated, and adjusted as needed. Measurable Key Results provide a tangible way to determine progress and success.

Is it essential for everyone to have OKRs?

While the Objectives and Key Results (OKR) framework can provide numerous benefits to organizations, it’s not always necessary for every individual or team to have formal OKRs. The decision to implement OKRs should be based on the organization’s goals, structure, culture, and the specific challenges it aims to address.

What is the ideal duration for setting OKRs?

The ideal duration for setting OKRs depends on various factors, including your organization’s goals, industry, project timelines, and the pace of change within your industry. There is no one-size-fits-all answer, but here are some common timeframes to consider:

  • Quarterly OKRs: Many organizations follow a quarterly OKR cycle, setting objectives and key results every three months. This shorter timeframe allows for more frequent adjustments and adaptations to changing circumstances. Quarterly cycles are especially useful in fast-paced industries and for teams working on projects with relatively short timelines. 
  • Annual OKRs: Some organizations prefer to set OKRs on an annual basis, aligning their objectives and key results with their fiscal year. This approach provides a longer planning horizon and can work well for industries with longer project timelines or less frequent changes. 
  • Biannual OKRs: For organizations that fall between the two extremes, a biannual OKR cycle (every six months) can strike a balance between flexibility and longer-term planning. 
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