--- title: "MOALS OKR" id: "11144" type: "page" slug: "okr-john-doerr-2" published_at: "2024-01-22T05:58:25+00:00" modified_at: "2026-10-11T13:01:52+00:00" url: "https://okrexperts.com/okr-method/okr-john-doerr-2/" markdown_url: "https://okrexperts.com/okr-method/okr-john-doerr-2.md" excerpt: "[vc_row css_animation=”” row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”left” background_image_as_pattern=”without_pattern” z_index=”” background_color=”#ffffff”][vc_column][vc_empty_space height=”16px”][vc_column_text el_class=”yoast_breadcrumb”][/vc_column_text][vc_empty_space height=”16px”][vc_column_text] Annual OKR sets with quarterly key results vs. true quarterly OKRs? Which is more effective? [/vc_column_text][vc_empty_space][vc_column_text]OKR is an agile strategy implementation and goal-setting method that typically operates..." --- [#](#) [OKR](https://okrexperts.com/okr-objectives-and-key-results-top-award-winning-okr-consulting/) > [OKR Method](https://okrexperts.com/okr-method/) > **MOALS OKR** # Annual OKR sets with quarterly key results vs. true quarterly OKRs? Which is more effective? OKR is an agile strategy implementation and goal-setting method that typically operates in 3-month **cycles**. **To be clear**: In our experience, annual OKR sets with quarterly Key Results are not effective—they can even be counterproductive. After all, one of the goals of OKR is to bring more **focus** to organizations—not least because, during OKR planning meetings (OKR Planning), which typically take place every quarter, the key **focus areas** for the next quarter are discussed and defined as OKR goals in 2 to 4 OKR sets. Each OKR set consists of one Objective and 2 to 4 associated Key Results. This creates focus—limiting the scope to what’s most important and urgent. For some topics, an annual goal makes sense, but should OKR be used in this case? ## Annual OKR Sets Especially in larger companies or corporate groups, we often see annual OKR sets rather than quarterly OKR sets at the top level (company/organizational OKR goals). In this process, the **target values for the Key Results** are set **on a quarterly basis**. While this may seem reasonable at first glance and may even offer some added value, we have a better suggestion for this. We’ve noticed this practice is particularly common among companies that use SAFe®—SAFe professionals know why, since SAFe describes OKRs exactly this way in its documentation (side note: we’ve developed a [special training course](https://okrexperts.com/okr-training-seminars-further-education-and-training/okr-seminar-offers/safe-okr-seminar/) on how to optimally integrate OKRs into SAFe). ## What’s the problem with that? ❌ There is **no real quarterly focus on content**, as OKR actually intends and enables. Rather, it is a continuation of a goal over four quarters—that is, one year. Every project—even if it lasts a year or more—can be broken down into phases. With OKRs, we describe the outcome we want to achieve at the end of each phase. ❌ Another problem is that OKR sets are often **put together incorrectly**: Key Results that should actually belong to a single Objective are spread across different Objectives—such as revenue and EBIT in the example above. In addition, financial targets are used as Key Results when they should actually appear as KPIs in annual goals. OKRs thus become a substitute for KPIs—or, to put it another way: KPIs are rephrased as OKRs, and then the claim is made: “We’re modern; we’re replacing KPIs with OKRs.” The OKR example can just as easily be expressed in terms of KPIs—we don’t need an OKR for this. ❌ Even from a purely **methodological** perspective, annual OKR sets, as described above, are problematic. For example, the following questions arise: Is a 70% goal achievement rate—which is typical for OKRs—applicable? Are the key result metrics lead metrics? This **dilutes** or **undermines** the OKR method. **Annual OKR sets raise more questions than they provide direction:** At the department and team levels, the question then arises as to how managers—and especially employees—can contribute to the top-level annual OKR sets. This is precisely where OKR’s strength lies: it is the perfect tool for translating and communicating strategy throughout the entire organization. ## OKR Trainings & Courses We, the OKR experts, are happy to train you with our modern training formats: - Seminars in presence & remote - Open training courses & in-house seminars - Workshops & video courses [To the OKR Training](https://okrexperten.de/okr-training/) ## Our suggestion: Annual and quarterly goals We recommend a combination of annual and quarterly goals: ### **1. Annual Goals as KPI Targets** Define **annual goals as KPI targets**and, if necessary, break these down into quarterly KPI targets (if applicable, only for the upcoming quarter): ### **2. Quarterly Goals as OKR Goals** Identify one or more **focus areas** for each quarter and formulate them as **OKR goals**. Example: Do you use annual OKRs? Or do you set annual goals—in the form of KPIs, MOALs, or target scenarios? Do you set top-level OKRs (company/organizational OKR goals) with Objectives and Key Results, or just with Objectives? 🎯 Attend our OKR seminars: there, you’ll learn how to define OKR goals correctly—using a systematic approach—and how to manage the three systems—OKRs, KPIs, and project reporting—that is, strategy, day-to-day operations, and projects—using the right methods. ✅ **This week—secure one of the remaining spots: OKR Coach/Master Seminar—with certification** Become a certified OKR Coach/Master in just 2 days—support OKR implementations and scalings. Next Seminar – Next Week, Jan. 24–26, 2024, Remote via MS Teams and Miro Board – Last-Minute Discount: 25% (only for this seminar and for online payment and booking: LAST-MINUTE-JAN24) [https://okrexperten.de/okr-training/okr-seminar/okr-seminar-okr-coach-master/](https://okrexperts.com/okr-training-seminars-further-education-and-training/okr-seminar-offers/1-day-okr-seminar-2/) Wir unterstützen Sie bei der **OKR-Einführung**, beim **OKR-Training** und in der **Optimierung** der Anwendung von OKR in Ihrem Unternehmen. 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