Accelerate Progress Toward Year-End Goals With These Q3 OKRs

Gearing up for Q3 and feeling the pressure to craft impactful OKRs? You’re not alone. Many teams struggle with this, unsure how to translate broad goals into actionable milestones.

Maybe you’re unsure how to review past performance and translate learnings into winning Q3 OKRs. Perhaps you want realistic examples that showcase how different departments and teams can approach goal setting.

The good news is you can turn this challenge into an opportunity. By analyzing past OKRs, identifying areas for improvement, and incorporating best practices, you can set your team up for a stellar Q3.

We’ll provide an ideal timeline to kick off your Q3 cycle, along with company, team, and individual examples. Plus, we’ll equip you with practical tips to write winning Q3 OKRs.

What are Q3 OKRs?

Quarter 3 OKRs are the OKRs outlined for the third quarter of a designated time frame, typically a fiscal or calendar year.

These represent the specific goals and measurable outcomes that teams or individuals aim to accomplish during July, August, and September. 

Quarter 3 OKRs often focus on further advancing progress towards annual objectives, addressing any challenges encountered in previous quarters, and preparing for the year’s final stretch.

Let’s see how you should continue to frame meaningful goals for the third quarter.

A sample schedule to set your Q3 OKRs

OKR Implementation Schedule – Q3 2024 (Jul – Sep)

Week 1 (June 2024):

• Task: Review Company Vision & Goals
• Meeting: All-Hands Meeting (Online Video Conference Tool Suggested)
• Goal: Ensure everyone understands the company’s overall vision and strategic goals for the year.
• Document: Company Vision & Goals Document (Shared beforehand)
• Agenda:
  • Presentation of Company Vision & Objectives by CEO
  • Open Q&A session for clarification

Week 2 (June 2024):

• Task: Break Down Company OKRs & Set Departmental Objectives
• Meeting: Departmental Team Meetings (Can be Online or Offline depending on Team Size and Location)
• Goal: Translate company OKRs into departmental objectives & discuss initial ideas for key results.
• Document: Departmental OKR Template (Provided beforehand)
• Agenda:
  • Review of Company OKRs relevant to the department
  • Brainstorming session for departmental objectives
  • Initial discussion on potential key results for each objective

Week 3 (June 2024):

• Task: Finalize Departmental OKRs & Ensure Alignment
• Meeting: Departmental Follow-up Meetings (Online)
• Goal: Refine departmental OKRs based on discussions, finalize key results, and ensure alignment across departments.
• Document: Draft Departmental OKRs (Circulated before meeting)
• Agenda:
  • Review and finalize departmental objectives
  • Define specific, measurable key results for each objective
  • Open discussion to address any cross-functional dependencies

Week 4 (June 2024):

• Task: Set Individual OKRs Aligned with Departmental & Company Goals
• Meeting: Individual Team Leader Meetings (Can be Online or Offline)
• Goal: Team members work with their leaders to set individual OKRs contributing to departmental and company objectives.
• Document: Individual OKR Template (Provided beforehand)
• Agenda:
  • Review departmental OKRs and key results
  • Individual team members draft their OKRs with guidance from Team Leader
  • Ensure individual OKRs contribute to departmental and company goals

Throughout Q3 (July-September 2024):

• Task: Ongoing Tracking & Progress Reviews (All Teams)
• Meeting: Weekly/Bi-weekly team check-ins (may be informal)
• Goal: Track progress on KRs using the designated tool, discuss roadblocks, and celebrate achievements.
• Document: Update the Q3 Individual KRs document within the collaborative tool.
• Agenda: Informal discussions within teams

Sample OKRs for the Q3

See the Q1 and Q2 OKRs for the same company.

We have considered a B2B SaaS startup for this example that offers an HR management platform (with associated consulting). The startup has been two years into the business and created the Q3 OKRs for the start of the third calendar year.

Following strong performance in Q1 and Q2, the company is well-positioned to capitalize on its momentum and achieve additional growth in Q3. These company-level OKRs reflect the need to further expand the user base, enhance product adoption, and solidify the company’s position as a leader in the B2B SaaS market.

Company-Level Q3 OKRs (2024)

OKR 1: Accelerate Customer Acquisition & Market Share Growth

Owner: CEO, Head of Sales and Marketing

Objective: Expand the customer base by 40% compared to Q2 and increase market share by 2 percentage points

Key Results:

• Generate 1,200 qualified leads through targeted marketing campaigns (20% increase from Q2)
• Achieve a 25% conversion rate from qualified leads to paying customers
• Secure partnerships with 2-3 key industry players to expand market reach

Rationale: This OKR emphasizes aggressive customer acquisition to solidify market presence. The KRs focus on lead generation, conversion optimization, and strategic partnerships to achieve this objective.

OKR 2: Drive Product Adoption & Increase User Engagement 

Owner: CEO and Head of Product

Objective: Increase product adoption by 30% among existing customers and boost average daily active users (DAU) by 20%

Key Results:

• Launch 2 new product features designed to enhance user workflows and improve user experience
• Develop and implement a comprehensive user onboarding program to increase product familiarity and reduce churn
• Increase customer satisfaction score by 5 points through in-app surveys and user feedback mechanisms

Rationale: With a growing customer base, this OKR prioritizes product adoption and user engagement. The KRs focus on new features for increased value, improved onboarding experiences, and continuous satisfaction monitoring.

OKR 3: Optimize Scalability & Infrastructure for Future Growth

Owner: CEO and Head of Product

Objective: Ensure infrastructure can seamlessly support a 50% increase in user base and prepare for future scalability needs

Key Results:

• Conduct a comprehensive performance assessment of the current infrastructure and identify potential bottlenecks
• Implement upgrades to key infrastructure components to ensure optimal system performance and user experience
• Develop a long-term technology roadmap outlining additional infrastructure investments for future growth phases

Rationale: This OKR prioritizes proactive infrastructure scaling to accommodate future growth and prevent potential disruptions. The KRs focus on identifying bottlenecks, implementing upgrades, and planning for long-term scalability.

Departmental/Team-Level Q3 OKRs (2024)

1. Sales Team

OKR 1: Expand Sales Pipeline & Close High-Value Deals

Owner: Sales Head

Objective: Increase the qualified sales pipeline by 35% compared to Q2 and close deals with 20% larger average contract value (ACV)

Key Results:

• Secure meetings with decision-makers from 150 target accounts identified through marketing campaigns
• Achieve a 70% conversion rate from sales qualified leads (SQLs) to closed deals
• Upsell or cross-sell additional product features to 10% of existing clients to increase ACV

OKR 2: Leverage Strategic Partnerships to Expand Market Reach

Owner: Sales Head

Objective: Secure partnerships with 2 key industry players to expand market reach and generate 100 qualified leads through these partnerships

Key Results:

• Identify and evaluate potential industry partners based on target audience alignment and co-marketing opportunities
• Develop and finalize co-marketing agreements with 2 selected partners outlining lead-generation strategies
• Track the effectiveness of co-marketing campaigns and adjust strategies to optimize lead generation

OKR 3: Enhance Sales Team Performance Through Training & Incentives

Owner: Sales Head

Objective: Improve sales team efficiency by 15% and increase the average deal size by 5% through talent development initiatives

Key Results:

• Implement a comprehensive sales training program focused on effective product positioning and negotiation skills
• Develop a performance-based incentive program to motivate exceeding sales targets and achieving higher ACV
• Conduct regular sales coaching sessions to provide personalized feedback and address individual development needs

2. Marketing Team 

OKR 1: Generate High-Quality Leads & Drive User Acquisition

Owner: Head of Marketing

Objective: Generate 1,200 qualified leads through targeted marketing campaigns, exceeding company OKR 1 by 20%

Key Results:

• Develop and launch multi-channel marketing campaigns tailored to specific buyer personas
• Increase website traffic by 30% compared to Q2 through SEO optimization and paid advertising strategies
• Implement lead nurturing campaigns to convert website visitors into qualified leads for the sales team

OKR 2: Elevate Brand Awareness & Position for Market Leadership

Owner: Head of Marketing

Objective: Increase brand awareness by 20% within Q3, establishing the company as a thought leader in the HR management software space

Key Results:

• Secure 3 guest posts or interviews on industry publications to showcase company expertise
• Host a successful virtual industry event attracting at least 200 attendees to generate brand awareness and leads
• Increase social media engagement by 25% through high-quality content and audience interaction strategies

OKR 3:  Support User Onboarding & Drive Product Engagement

Owner: Head of Marketing

Objective: Increase user activation rate by 15% compared to Q2 and boost daily active users (DAU) by 10%

Key Results: 

• Develop and implement a comprehensive user onboarding program with interactive tutorials and in-app guidance
• Create user engagement campaigns to encourage active product usage
• Analyze user onboarding data and user behavior to identify areas for improvement and optimize engagement strategies

3. Product Team 

OKR 1: Enhance Core Product Features & Improve User Experience

Owner: Head of Product

Objective: Launch 2 new product features designed to enhance user workflows and improve user experience

Key Results:

• Conduct user research and gather feedback to identify key areas for product improvement and feature development
• Develop and launch the first new feature on schedule with a user satisfaction rating of at least 80%
• Develop and launch the second new feature on schedule with a measurable improvement in a key user experience metric

OKR 2:  Optimize System Performance & Scalability for Growth

Owner: Head of Product

Objective: Ensure system performance can support a 30% increase in user base (aligned with company OKR 2) and prepare for future scalability needs

Key Results:

• Conduct performance testing to identify potential bottlenecks and areas for system optimization
• Implement infrastructure upgrades to address identified bottlenecks and ensure smooth system operation
• Develop a system scalability roadmap outlining future infrastructure investments to accommodate continued user growth

OKR 3: Cultivate a Data-Driven Product Development Culture

Owner: Head of Product

Objective: Integrate data-driven insights into all product development decisions

Key Results:

• Implement a product analytics framework to track key user behavior metrics and feature usage
• Conduct regular product reviews based on user data to identify areas for improvement and prioritize development efforts
• Develop a product roadmap that reflects user needs and aligns with overall business goals based on data analysis

4. HR Team

OKR 1: Attract & Recruit Top Talent to Support Growth

Owner: HR Director

Objective: Fill all open positions within Q3 and secure at least 2 high-potential hires for key leadership roles

Key Results:

• Develop and implement targeted recruitment campaigns to attract qualified candidates aligned with company needs
• Reduce time-to-hire by 10% compared to Q2 through optimized recruitment processes
• Achieve a 90% offer acceptance rate by fostering a positive candidate experience throughout the hiring process

OKR 2:  Enhance Employee Engagement & Retention

Owner: HR Director

Objective: Increase employee satisfaction score by 7 points and reduce employee turnover rate by 5%

Key Results:

• Launch a comprehensive employee engagement program with regular surveys, team-building activities, and recognition initiatives
• Develop and implement a performance management framework to provide ongoing feedback and opportunities for employee growth
• Conduct exit interviews to identify reasons for employee turnover and implement strategies to address them

OKR 3:  Ensure a Smooth Onboarding Experience for New Hires

Owner: HR Director

Objective: Achieve a 95% satisfaction rating on the new hire onboarding program

Key Results:

• Develop and refine a comprehensive onboarding program introducing new hires to company culture, roles, and responsibilities
• Assign each new hire a dedicated buddy or mentor to provide ongoing support and guidance during the onboarding process
• Conduct post-onboarding surveys to gather feedback and continuously improve the onboarding experience

5. Founder’s Office

OKR 1: Secure Growth Funding to Fuel Expansion Plans

Owner: CEO

Objective: Secure $X million in growth funding to support aggressive market expansion

Key Results:

• Develop a compelling investor pitch deck outlining the company’s vision, market opportunity, and traction to date
• Identify and secure meetings with at least 10 potential investors with a strong track record in the B2B SaaS space
• Negotiate and finalize a term sheet with an investor partner that aligns with the company’s growth goals

OKR 2: Establish Strategic Partnerships for Long-Term Growth

Owner: CEO

Objective: Establish 2 strategic partnerships with key industry players to expand market reach and access new customer segments

Key Results:

• Identify and evaluate potential industry partners based on strategic alignment, complementary offerings, and target audience overlap
• Develop and finalize partnership agreements outlining collaboration strategies and revenue-sharing models
• Develop a joint marketing plan with each partner to leverage combined resources and maximize the impact of the partnership

OKR 3:  Promote Company Culture & Brand Reputation

Owner: CEO

Objective: Increase brand awareness by 15% within Q3 and establish the company as a thought leader in the HR management software space

Key Results:

• Develop and implement a comprehensive brand awareness campaign across multiple channels
• Secure speaking engagements or media coverage opportunities for the CEO or other company leadership to showcase industry expertise
• Develop and launch a thought leadership content series (e.g., blog posts, webinars, white papers) on key HR trends and challenges

Individual-Level Q3 OKRs (2024)

We are not making this a whole OKR-creation exercise. You can find more OKR templates here. 

You must have also learned to create individual OKRs in the previous quarters (Q1 and Q2).

Departmental OKR: Increase user activation rate by 15% compared to Q2 and boost daily active users (DAU) by 10% 

Individual OKR (Marketing Email Specialist):

Objective: Increase user activation rate by 10% through a targeted email onboarding campaign

• KR1: Develop and launch a multi-stage email onboarding sequence with clear calls to action for new users within the first week of signup
• KR2: Achieve a 20% open rate and a 5% click-through rate on the onboarding email sequence, driving users toward product activation features
• KR3: Analyze user engagement data from the email campaign and recommend improvements for future iterations

This individual OKR directly aligns with the team OKR by focusing on a specific aspect of user onboarding (email marketing) and establishing clear metrics to measure its impact on user activation rates.

Remember, this is just one example. Individual OKRs will vary depending on specific roles and responsibilities within the Marketing Team.

What are some tips for creating Q3 OKRs?

By incorporating these proven tips, you can transform your Q3 OKRs from a static framework into a dynamic roadmap for better performance. Remember, OKRs are a continuous process.

1. Try to Establish a Culture of Experimentation

Encourage your team to test and iterate. Don’t be afraid to experiment with different approaches to achieve your OKRs.

Embrace a “test, learn, and adapt” mentality to continuously optimize your strategies for maximum impact.

2. Leverage Data & Analytics

Don’t operate in a vacuum. Utilize data and analytics from past quarters to inform your OKRs. Identify trends, analyze user behavior, and leverage these insights to set realistic yet ambitious targets.

3. Embrace Stretch Goals (but Strategically)

It is quarter 3, and you probably want to shift into high-performance mode. Don’t be afraid to set ambitious OKRs.

Remember, a little healthy discomfort can spark creativity and innovation. However, ensure your stretch goals are grounded in reality.

Conduct thorough research, assess resource availability, and consider potential roadblocks before setting the bar high.

4. Celebrate Milestones & Wins (Big & Small)

The journey matters. Acknowledge and celebrate the progress made towards your OKRs, big or small. This keeps teams motivated and reinforces the positive impact of their contributions.

5. Utilize OKR Management Tools

There are excellent OKR management tools available. Upgrade your current OKR software if facing some challenges with your current platform.

Explore different options to streamline communication, track progress, and promote a culture of goal achievement within your organization.

Conclusion

Remember, by involving your team in the process, you’ll harness a collective pool of knowledge and fuel higher engagement.

Effective OKRs are a roadmap, not a rigid script. The business landscape can shift quickly.\

Use them to guide your efforts, celebrate milestones, and course-correct as needed.

If you want to improve your OKR implementation, such as identifying the issues that hold your team back, you can contact JOP’s OKR consultants.

They can help you accelerate the process and make OKR execution sustainable.

Frequently asked questions

1. How are resources being allocated to support the achievement of our company OKRs?

During the OKR setting process, leaders should identify the resources needed for each departmental objective. This could include personnel, budget, technology, or training.

Once needs are identified, a transparent resource allocation plan should be established. This plan should outline how resources will be distributed across departments and teams to best support achieving company OKRs.

Regular reviews ensure resources are continuously aligned with evolving priorities.

2. How can I effectively support and hold my team members accountable for their OKRs?

Support:

• Clarity & Alignment: Ensure each team member’s OKRs connect to departmental and company OKRs.
• Resources & Support: Identify and provide resources for individuals to achieve their OKRs.
• Regular Check-ins: Schedule one-on-one meetings to discuss progress, address challenges, and offer guidance.

Accountability:

• Transparency & Communication: Encourage open communication about progress and roadblocks.
• Feedback & Coaching: Provide ongoing feedback and coaching to help team members stay on track.
• Recognition & Rewards: Recognize and reward individuals for achieving milestones and exceeding expectations.

3. What is the process for addressing roadblocks or challenges hindering our team’s OKRs?

• Early Identification: Encourage open communication so challenges are identified early.
• Problem-Solving: Schedule team discussions to brainstorm solutions.
• Resource Reassessment: Revisit resource allocation plans and advocate for adjustments if needed.
• OKR Adjustments: In extreme cases, consider revisiting team OKRs and adjusting to reflect unforeseen circumstances. This should be a collaborative decision with leadership approval.