Setting OKRs may seem simple: you come up with an inspiring Objective, write measurable Key Results and start executing right away. 

However, to really succeed with the OKR methodology, you’ll want to spend time in the drafting stage – discussing challenges and learnings in order to understand improvement opportunities.

How can different teams translate ideas into action with Objectives and Key Results? Our extensive list of OKR examples should help guide the way. Plus, a 5 step walk-through for writing OKRs that drive change.

30 OKR Examples for Leaders

Good OKRs keep the team focused on the most important priorities and spark engaging conversations every week.

Leaders of various departments can use our examples as a springboard into a team OKR brainstorming session. Choose a related job position from the group below:

Recruitment Manager OKR Examples

Objective: Create a successful recruitment LinkedIn outreach campaign for Senior Engineering experts

Key Results:

KR1: Conduct seminars in universities & collect over 100 emails for the talent pool

KR2: Harvest LinkedIn to source 250 potential new candidates

KR3: Redesign our careers webpage to drive 5% increase in website applicants

Objective: Research & improve best job advertising practices

Key Results:

KR1: Review competitor’s hiring campaigns and gather 3 insights we could use

KR2: Review 3 new candidate channels

KR3: Increase average qualified candidates per advert from 10 to 15

HR Manager OKR Examples

Objective: Improve internal communication and workflows to reduce rework and misalignment

Key Results:

KR1: Moderate 13 alignment sessions between CS and Development with at least 80% of team members attending 

KR2: Reduce the % of resolved tasks being reopened by the owner for further iterations

KR3: Organize 7 team presentations with each team presenting their internal wins and challenges

KR4: Increase weekly satisfaction with communication quality (between Compliance and Business Development) from 2/10 (current) to 7/10

Objective: Improve the new-hire onboarding process in the Product team to ensure talent retention

Key Results:

KR1:Complete 5 sections of the must-have onboarding toolkit 

KR2: Interview 7 team members about their own onboarding experience and what they would improve about it

KR3: Achieve average onboarding satisfaction score of 8/10 points 

Objective: Research improvement opportunities for a better onboarding process

Key Results:

KR1: Interview 6 department heads about their current onboarding process

KR2: Interview 10 new joiners to collect feedback on the onboarding process 

KR3: Research 5 competitors’ onboarding practices for different departments

Objective: Understand employees’ training needs and implement a training program

Key Results:

KR1: Interview 80% of employees and list the top 3 key competencies that need to be developed

KR2: Complete 3 key competency training sessions with an average score over 80%

KR3: Follow up with all participants and 70% feel more confident with work tasks

Head of Marketing OKR Examples

Objective: Improve our presence on relevant review websites, forums and groups to nurture leads with high buying intent

Key Results:

KR1: Increase the number of positive brand mentions on web from 3000 to 6000 (30-days average)

KR2: Increase the number of published reviews from 10 to 50 on Capterra

KR3: Achieve 60+ demo requests from discussion forums & groups

KR4: Make sure 80+% of demo requests are further qualified as good leads

Content Marketer OKR Examples

Objective: Improve our content distribution via forums and communities 

Key Results:

KR1: Research 20 relevant communities for each platform: Quora, Reddit, LinkedIn, Facebook

KR2: Prepare 40 post templates to distribute our blog articles in the comments section

KR3: Increase our blog traffic from 5,000 to 8,000 new visitors per months coming from forums and communities

Objective: Improve the SEO of our cornerstone content

Key Results:

KR1:10 cornerstone content articles has 5 or more backlinks

KR2: Publish 10 guest blog posts linking to cornerstone content on relevant sites with DA 40+

KR3: 15 cornerstone content articles has at least 10 internal links

KR4: 100% of our cornerstone content loads in 3 seconds or less

Marketing Manager OKR Examples

Objective: Improve community management to encourage positive word-of-mouth

Key Results:

KR1: Increase the # of referrals from clients 2% to 15%

KR2: Grow the newsletter contact base from 1000 to 4000 people

KR3: Increase the number of signups from the testimonials page from 200 to 500 

Objective: Establish a strong brand presence in the new city to put our name next to the biggest local competitors 

Key Results:

KR1: Get 5 earned placements in local media

KR2: Collaborate with industry influencers that drive pre-orders worth $100,000

KR3: Achieve 5000 mentions on social media of our brand name next to the biggest local competitors

Objective: Run messaging and timing experiments in top channels to generate more Marketing Qualified Leads (MQLs)

Key Results:

KR1: Increase email marketing MQLs from 100 to 150

KR2: Increase AdWords MQLs from 70 to 100

KR3: Increase organic search MQLs from 45 to 60

Objective: Revamp our approach to promoting virtual events to improve outbound marketing performance

Key Results:

KR1: 50+ qualified leads from webinars

KR2: 200+ prospects from conferences, exhibitions and networking events

KR3: 100+ qualified leads from outreach campaign

Objective: Improve our Google Ads campaigns on the UK market

Key Results:

KR1: Run 10 Google Ads campaigns for 10 different target groups in the UK

KR2: Increase paid new visitors in the UK from 1000 to 2500 per month

KR3: Increase CTR of ads from 1% to 2%

Objective: Increase community engagement on our social media pages

Key Results:

KR1: Increase the number of posts with 30+ comments from 2 to 30

KR2: Convert 60% of new leads coming from influencers 

KR3: Increase average Instagram Stories views from 5,000 to 10,000 on average

Head of Sales OKR Examples

Objective: Improve the way we nurture relationships with potential customers at an early stage 

Key Results:

KR1: Increase the number of second meetings booked from 10% to 40% on average

KR2: Improve the email response rate from 5% to 10%

KR3: Receive at least 50% of lost deals replying to the “why not us” survey

Sales Manager OKR Examples 

Objective: Increase the quality of our sales approach

Key Results:

KR1: Have all (10) salespeople listen in to at least 3 product demos of other team members

KR2: All (10) salespeople complete best practices sales process training with 80% test score

KR3: SQL to Win rate improves from 35% to 45%

Product Manager OKR Examples

Objective: Research early-stage customers’ expectations and needs so we can improve the areas that actually matter

Key Results:

KR1: Watch 100 early-stage product usage recordings and summarize learnings

KR2: Get 30 interviews from early-stage customers 

KR3: Analyze all the learnings and agree on the 3 main areas to be worked on 

Objective: Get different customer types to complete their respective “jobs” in the product faster in the first entry 

Key Results:

KR1: Increase the % of HR admins who use the pulse survey feature within 7 days after sign up from 10 to 25 %

KR2: Increase the % of company leaders who set up a birds eye view dashboard within 7 days after sign up from 2 to 20 %

KR3: Increase % of users who login 3 times within 10 days after sign-up from 5 to 15 %

Objective: Improve user onboarding and activation experience

Key Results:

KR1:Increase self-serve activation rate from 15% to 30%

KR2: Reduce time to wow moment (using your main feature) from 4 days to 1 day

KR3: Increase profile completion rate from 40% to 85%

KR4: Improve paid trial conversion from 27% to 35%

Product Owner OKR Examples

Objective: Allow more personalization opportunities to create an emotional attachment to the product

Key Results:

KR1: Increase the number of users who customize their personal dashboard from 20 to 45 %

KR2: Enable the most commonly asked customizations and get at least 1000 users to change at least one of them

KR3: Reduce the users usage drop-off after 40 days average  from 60 to 40 %

Objective: Find the product-market fit for the Ideal Customer Profile (ICP)

Key Results:

KR1: Conduct 15 problem interviews with buyers that match our ICP 

KR2: Get an internal feedback score of 10/10 from the sales team

KR3: Get usability score above 8/10 on UX mockups from 15 existing customers

KR4: Test top 5 ideas that come from the interviews 

Objective: Increase the number of new features in the pipeline

Key Results:

KR1:Total # of new features in consideration, estimation, or planning stages increased from 2 to 5

KR2: Increase the total # of new features in active development from 3 to 7 per quarter

KR3: Increase the total # of new features released from 3 to 5 per quarter 

Head of Operations OKR Examples

Objective: Improve internal document management system

Key Results:

KR1: All 7 teams agree and implement folder structures

KR2: 7 teams complete the move and consolidation of 100% of a document to the new structure

KR3: Collect feedback from all users and over 80% are positive

Software Engineer OKR Examples

Objective: Test A, B, C tools to select the best one

Key Results:

KR1: Test the development process with A, B, C tools on 6 different features

KR2: Evaluate tools A, B, and C with 4 main parameters (1-speed, 2-accuracy, 3-security, 4-integration with other tools) to determine which one matches our needs

KR3: Test the tool with the highest matching score developing 5 more features to ensure consistent results

Graphic Designer OKR Examples

Objective: Support Marketing with designed content that catches more attention

Key Results:

KR1: Add infographics to our blog post and achieve 100 downloads per post on average

KR2: Update current ad designs to increase ad clicks from 11k to 20k

KR3: Redesign our e-book page to increase conversion rate of page views to downloads from 40% to 60%

Head of Design OKR Examples

Objective: Become a strong design driven company

Key Results:

KR1: All 7 teams participate in the new guidelines presentation meeting

KR2: All 24 of our software page layouts have been updated based on new guidelines

KR3: All 7 teams have their public and shareable materials only with our design

KR4: Employee survey confirms that 90% of employees feel that we stick to our design more then before

Head of Finance OKR Examples

Objective: Improve budgeting transparency and update speed

Key Results:

KR1: Confirm structure meets the needs of 5 Teams Leaders and CEO (6 people)

KR2: Reduce expense submission entry from 30 days to 7 days

KR3: Maintain expense to revenue ratio of 30% or less

Customer Support Manager OKR Examples

Objective: Improve satisfaction with customer support team

Key Results:

KR1: Increase good and great ratings from 40 to 60

KR2: Develop 15 full answers to common questions

KR3: Improve first time response rate from 60 to 30 minutes average

Office Manager OKR Examples

Objective: Make the office a desirable place to work

Key Results:

KR1: Gather feedback from 80% employees on improvement ideas

KR2: Solve top 3 problems identified

KR3: Confirm improvements in discussion with 10 people

CEO OKR Examples

Objective: Be excellent and customer-centric in whatever we do

Key Results:

KR1: All 6 teams have an internal brainstorm meeting: “How can we improve? Why are we not the best yet?” and come up with 3 improvements

KR2: Benchmark everything related to product to 10 key competitors

KR3: Get 100 customers survey responses on their thoughts on where we need to be better

KR4: Create an list of 3 company-wide improvement areas

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5 Steps for Writing OKRs with Examples

A few things to know about using OKRs before we move on to the OKR examples. 

For a company-wide OKR process, there are two main levels for quarterly OKR goal-setting: 

1) Company level overarching directional goals (the Company Objectives) 

2) Team-level operational (actionable) Objectives and their Key Results. 

If you follow OKR best practices, the Team level Objectives and Key Results would contribute to the Company level Objectives. 

The Team Objective is qualitative and sets a direction for improvement. The success of an Objective is defined by Key Results (KRs). Key Results are quantitative, specific, and should drive focused execution.

Let’s move on to the details on using OKRs!

Finance OKRs in 5 Steps

Finance teams often struggle to implement OKRs due to a lot of business-as-usual responsibilities. They need to take care of many operational tasks before they can dedicate their time to improvements. 

It doesn’t mean, however, that finance teams shouldn’t have OKRs. Improvement work is extremely important, and if you don’t find the time for it, your business will suffer the consequences.  

Let’s explore an OKR example for the finance team where company A has an overarching Objective “Improve cross-team collaboration”. 

How do you write finance OKRs?

  • Step 1: Team Discussion 
  • Step 2: Writing an Objective 
  • Step 3: Writing Key Results
  • Step 4: Writing Initiatives  
  • Step 5: Alignment & Linking

Step 1: Team Discussion 

What should the finance department focus on to help the company achieve cross-team collaboration?

In order to determine the answer to that question, the team has to put their heads together and have a discussion that could go like this: 

OKRs discussion

Question: What problems are we facing? 

Answer: We have a lot of overdue payments (causing contractual penalties) and late financial reports although we are always busy and always in a rush.

Q: Why is this happening? 

A1: Team managers are not sending primary documentation (receipts, bills, invoices) to us on time and submit their payment requests too close to the payment deadline causing issues with unexpected fines and going over the planned budget. 

A2: Also, it takes a very long time for us to determine a type of expense to enter it correctly into the ERP system. The reason is a non-descriptive expense name in the invoices. If team managers specify what the payment is actually for, it will save a lot of time for us in preparing reports. 

A3: According to feedback from team managers, the payment request application is too complicated, as there are too many people who need to confirm the application before it comes to the finance department.

Q: How can we change this? 

A1: We need to explain how financial reporting should work to reduce overhead for the team managers and make sure that we can process all documents on time.

A2: We should create a straightforward manual to categorize all invoices by the type of expenses they represent. This way, when team managers submit payment requests, they can specify the expense type for us, and we wouldn’t need to spend extra time researching the background of every single document.

A3: We should organize a payment confirmation process that requires no more than 3 parties involved.

So, in the team discussion, it became obvious that team managers are struggling when submitting payment requests to the financial department, and it’s not clear to them how invoices and receipts should be handled. 

This is causing issues with outstanding payments being delayed, and one way to change the situation is to improve the procedure that team managers are following to submit their payment requests. 

Step 2: Writing an Objective

Based on this step-by-step finance team performance analysis and the answers that the team has discovered, they can write an Objective that would focus on solving the problem:

Objective: Simplify internal procedures and make financial reporting more transparent 

This Objective directly contributes to the overarching company goal (“improve cross-team collaboration“) because achieving it should mean a huge improvement in the internal processes and mutual understanding. 

But how will the team know if the Objective is achieved?

In other words, what needs to change specifically so that everyone would agree that the internal procedures are simplified and financial reporting is finally more transparent? 

With these two questions, the team should approach writing the Key Results for their Objective. 

Step 3: Writing Key Results 

First of all, the team has discovered that it takes a very long time for them to determine a type of expense to enter it correctly into the system. Often they need to check if the contractor is already in the system, and reach out to the team managers to ask what kind of service the third party has provided. This is why they are always swamped with tons of documents to process. All due to a non-descriptive expense name in the invoices. If team managers specify what the payment is for and if there was a prior purchase from this contractor, it would save a lot of time for the financial department. 

Key Result 1

The go-to solution would be to categorize expenses in the payment request so that team managers could provide all of the necessary information from the beginning. So the first Key Result must indicate the change in categorizing expenses as a part of the new payment request procedure:

KR1: >80% of invoices are categorized by expense type before they come to the finance department

This would mean that the finance department needs to create a list of expense types, categorize them, and explain the new payment request form to the team managers. And only if the team managers understand and adopt the new process, this Key Result could be achieved.

Finance Example Objective and Key Result 1 in Weekdone

Key Result 2

Secondly, the finance team needs to make sure that team managers are capable of delivering primary documentation on time. Here’s how to measure this change: 

KR2: Reduce the number of primary documentation reported late to the financial department by 20%

To move the needle on this Key Result, the team might create a presentation about handling receipts, bills, invoices, and similar forms of primary documentation, to make sure that everyone else understands the process. 

Only if everyone understands the process, the team would consider that they have achieved a new level of transparency in the organization. It could be even a good idea to create a leaderboard for team managers who bring documents on time! 

Finance Example Objective and Key Result 1 & 2 in Weekdone + readability feature

Key Result 3

Third of all, the finance team would want to focus on making the payment confirmation process easier so that applications can reach the finance department faster from the moment when team managers submit them. 

But making the process easier might not be the only issue that needs to be solved to improve the processing time. Even if you are confident in the solution, don’t assume that it’s the best one. There might be better ways to solve the problem or there might be other factors you haven’t considered. What if the procedure is simplified but the processing time hasn’t changed?

Treat your solution as a hypothesis, and keep in mind that it’s absolutely important to determine the real change the team wants to see in the future, and not just the first good hypothesis that comes to mind. 

In our current example, the problem is that the payment confirmation process needs to go faster (from making a request to making the transaction). Making the payment confirmation process easier is one possible solution. But if fixing the application procedure does not solve the problem, the team will have to keep thinking about other solutions. 

Focusing on outcomes (as opposed to to-do lists) is a productivity lifehack and the greatest advantage of the OKR methodology. 

So here is a measurable outcome the finance team would need to deliver: 

KR3: Speed up payment processing time from “application” to “paid” from 16h to 8h

Final Finance Objective with 3 Key Results + progress made on KR3 in Weekdone

Step 4: Writing Initiatives  

With the Key Results set, the finance team can now brainstorm possible Initiatives that will move the needle on the OKRs:

  • Create a straightforward description of the different expense types and add the selection to the payment request form
  • Create a presentation about handling receipts, bills, invoices and similar forms of primary documentation 
  • Create a leaderboard for TMs who bring documents on time
  • Develop and present a new weekly budget request procedure
  • Organize a payment confirmation process that requires no more than 3 parties involved

Step 5: Alignment & Linking

When the team OKR is agreed upon, drafted, and aligned with the company Objective, here is what finance OKR example looks like:

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Marketing OKRs in 5 Steps

Marketers work under a lot of pressure. Competition is fierce, expectations are high, and it may take a lot longer than a quarter to see any impact on conversion numbers, ad ROI, and marketing strategy efficiency.

So how can quarterly OKRs help a marketing team keep their sanity and stay focused?  

How do you write marketing OKRs?

  • Step 1: Team Discussion 
  • Step 2: Writing an Objective 
  • Step 3: Writing Key Results
  • Step 4: Writing Initiatives  
  • Step 5: Alignment & Linking

Step 1: Team Discussion 

There are a few preparation steps the team needs to take to answer that question: 

  • Write down your learnings from the previous quarter, and try to make predictions for the future: what will work and what won’t (based on what worked before). Having a wrong hypothesis is better than having none at all. 
  • Look at your data, and understand which metrics are performing well and which ones might need attention. If you are not tracking your data, you need to fix that first. Take a course on Google Analytics, and learn how to read reports.
  • Did you spot a lagging Key Performance Indicator? Any metrics that could use some improvement? In 99% cases the answer will always be “yes”.   
  • So, now, do you have any ideas on how to fix that?

A proper team discussion might take a week or two but you should put all of your ideas in writing, ask each other clarifying questions, and try to agree on a hypothesis that your entire team believes to be the most promising one. 

Now let’s say, we’ve had a run at those questions, and here are the answers:

  • When we were fixing the issues with reports in Google Analytics, we also noticed that our blog has a low visitor-to-signup conversion rate. Currently, it’s 4% less than the lowest industry average.  
  • We think that our potential clients are not likely to make decisions while reading our blog. So we need to understand their decision-making process better and provide answers to their questions. If our leads feel like we can anticipate their requests, they will be more likely to trust our expertise.  
  • This quarter, we’d like to focus on understanding our clients’ decision-making process, communicating our expertise through relevant software review websites (like Capterra), and building up our credibility online.

Step 2: Writing an Objective 

When you are drafting an Objective, start by defining a problem you want to solve, and then try to phrase your highest impact idea. 

Below is an Objective example to address the conclusions that came out of the marketing team discussion above. 

Objective: Improve our presence on relevant review websites, forums, and groups to nurture leads with high buying intent

With this Objective, you will explore the websites and forums where decision-makers are asking questions and discussing the pros and cons of different tools/services. Your hypothesis is that by growing good reviews and active commenting, you can make your voice heard and showcase your expertise to potential new clients. Plus, you will understand your clients’ decision-making process much better.

Step 3: Writing Key Results 

With the Objective focused on the review websites, forums and groups you start thinking:

Key Result 1

If we manage to start engaging discussions anywhere on the web, people should pick them up, and the volume of brand mentions would increase. This is how we will know if the angle we chose and the pitch we present are the right ones to spark interest.

KR1: Increase the number of positive brand mentions on the web from 3000 to 6000 (30-days average)

Key Result 2

Third-party reviews have more credibility than our own website messaging. We will try reaching out to our existing clients and asking them to publish reviews. We need to figure out how to motivate them better.  

KR2: Increase the number of published reviews from 10 to 50 on Capterra

Key Result 3

This is the main outcome we should drive and our primary focus because generating discussions is useless without guiding potential clients to the next steps of the funnel. 

KR3: Achieve 60+ demo requests from discussion forums & groups

Step 4: Writing Initiatives  

To drive the progress on these OKRs, the team will need to consider which Initiatives they will prioritize and complete and how these Initiatives will link to the OKRs.

Initiatives might be: 

  • Create a list of potential websites, groups, and forums where we can start discussions 
  • Decide on 5-7 different pitch stories to connect with different audiences 
  • Create a new GA report to track conversion on the core pages 
  • Reach out to 100 good customers to ask for reviews

Step 5: Alignment & Linking

So this is how your final marketing OKR would look like:

Marketing OKR example
Marketing OKRs

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Sales OKRs in 5 Steps

Sales teams are considerably more data-driven than any other team in a company. 

Which makes them better prepared to draft their Objectives and Key Results but also unexpectedly confused about the value of the OKR methodology.

Why does your sales team need a different goal structure if you already have your targets to hit? The answer is simple: you shouldn’t put your KPIs into your OKRs. Those two methods serve a different purpose but there is a clear connection between performance metrics (KPIs) and improvement goals (OKRs). 

How do you write sales OKRs?

  • Step 1: Team Discussion 
  • Step 2: Writing an Objective 
  • Step 3: Writing Key Results
  • Step 4: Writing Initiatives  
  • Step 5: Alignment & Linking

Step 1: Team Discussion 

You will discuss KPIs and OKRs in the same conversation when you are looking into one of these 2 scenarios:

  • You are falling behind on sales KPIs and you need an OKR to fix what’s broken and bring performance targets back on track
  • You want to double/triple or 10x your growth, and you need an OKR to pursue something you haven’t tried before  

In both scenarios, you are facing a gap between the current performance and the expected performance. Now, instead of constantly talking about the size of this gap, think how you would build the bridge over it:

  • Are there any areas that seem to be broken or slow, and what can you improve about them?
  • What has been working in the past, and can you double down on that effect? 
  • Or can the team come up with something totally new and achieve better results through innovation?

The answers to these questions will be the basis for your OKRs. Now let’s look at the sales OKR example. 

Step 2: Writing an Objective 

Potential customers seem to make it to our doorstep but they tend to drop off somewhere early in the sales process. Those who move on to later stages in the funnel, tend to buy. It means we are doing something wrong in the early stages. We know that our relationship with potential customers is crucial for their buying decision but we need to be better at building trust.  

Objective: Improve the way we nurture relationships with potential customers at an early stage 

Step 3: Writing Key Results

Key Result 1

Better relationship means more communication. Currently, we do not push enough for a second meeting and we need to work on that. This way we can get to know the customer better and vice versa. 

KR1: Increase the number of second meetings booked from 10% to 40% on average

Key Result 2

We have many email templates that we use to communicate with potential customers. The response rate is really low. We need to work on having better email communication that engages customers. 

KR2: Improve the email response rate from 5% to 10%

Key Result 3

We don’t really know what we are doing wrong at an early stage. Collecting feedback from lost deals will help us find new improvement areas and possible solutions. 

KR3: At least 50% of lost deals reply to the “why not us” survey

Besides setting the OKR, the sales team should also think about the main things they can do to achieve the results above. Those ideas, projects, or plans are called Initiatives. 

Step 4: Writing Initiatives  

Based on the OKRs your sales team set up you’ll brainstorm Initiatives to get aligned on the KRs you want to drive:

  • Develop a communication plan and introduce the structure to customers during the first meeting
  • A/B test different messaging to see what works for our customers
  • Set up “why not us” survey

Step 5: Alignment & Linking

So this is how your final sales OKR would look like:

Sales OKR example
Sales OKRs

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HR OKRs in 5 Steps

Improving employee engagement and organizing internal workflows better are the two most popular Objectives in HR & People Management teams.

Cultural changes are hard to measure but we always know when there are internal tensions or inefficient processes. So the struggle is real, and the change for the better would be clearly noticeable. 

But how do you reasonably measure the trust level among employees? 

How do you write HR OKRs?

  • Step 1: Team Discussion 
  • Step 2: Writing an Objective 
  • Step 3: Writing Key Results
  • Step 4: Writing Initiatives  
  • Step 5: Alignment & Linking

Step 1: Team Discussion 

Let’s imagine that you run an HR team in a company with a lot of issues in cross-functional communication. 

People don’t seem to know how to work together effectively and they tend to avoid team meetings and don’t ever take a proactive approach to solve problems.

Technically, improving cross-functional collaboration is a responsibility of each team but, without intervention, things are not going to improve. And this is where HR professionals step in. 

The first step towards writing good HR OKRs could be either a company-wide survey or internal HR team discussion. With that, you can find out that your main issue is the misalignment and continuous struggles in cross-functional communication. 

Step 2: Writing an Objective 

Knowing about misalignment and continuous struggles in cross-functional communication, you need to narrow down the problems that you can solve this quarter. 

And after a series of interviews and internal brainstorming, we identified the top 3 problems that seem to be causing the most frictions: 

  • communication between CS and Development on bugs and customer feedback, 
  • lack of understanding of different teams’ workload and responsibilities, and
  • redundant & time-consuming back-and-forth communication between Compliance and Business Development that could be fixed by proper internal documentation. 

Solving these issues should have a clear impact on internal communication and pave the way for future improvements. 

Based on these conclusions, we can write our quarterly Objective: 

Objective: Improve internal communication and workflows to reduce rework and misalignment

Step 3: Writing Key Results 

While setting Key Results, think if there are any problematic things related to your Objective. You might figure out that focusing on improvement areas is a good choice. For example, for this particular HR Objective you can start with improving communication:

Key Result 1

You need to create a habit of open communication every week so that both teams start relying on each other more and feeling more like being “in the same boat”. The outcome you want to achieve is creating trust and tolerance, and the only thing you can measure is a willingness to participate in weekly meetings.  

KR1: Moderate 13 alignment sessions between CS and Development 

Key Result 2

Another area of improvement could be collaboration between the CS (customer success) team and the Development one. CS agents say that they are reopening tickets several times after the issues were declared “solved”, and the Development team insists that the tasks are not properly explained and each reopening is an additional sub-task or more information from the customer that wasn’t originally shared. Some intervention is clearly needed. The team can measure if the clarity is achieved with the following Key Result:

KR2: Reduce the % of resolved tasks being reopened by the owner for further iterations from 80% to 10%

Key Result 3

The Compliance team is understaffed so they have no time to work on creating the answers for the database which is why we will step in, and organize the information they already have to provide easy access for the Business Development representatives. If that doesn’t help, we will keep looking for solutions to improve the quality of communication. 

KR3: Increase weekly satisfaction with communication quality (between Compliance and Business Development) from 2/10 (current) to 7/10

Step 4: Writing Initiatives  

When the Key Results are clear and focused it’s easier to prioritize the Initiatives for HR team:

  • Set up a notifications system for the reported and resolved bugs
  • Create guidelines for how each task should be phrased, organized and presented
  • Organize the FAQ database for the compliance team 
  • Create guidelines for the team presentation 

Step 5: Alignment & Linking

So this is what a finalized HR OKR would look like: 

HR OKR Example
HR OKRs

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Good vs. Bad Objectives with Examples

Let’s now contrast and compare some good and bad examples of Team Objectives to learn how to write good ones: 

OKR Example 1

Bad Objective: Launch marketing campaign 

Why is it bad: it’s a project, a deliverable, and its purpose is not clear 

How to improve it: Ask “what are we doing this for?”. What are we trying to impact with this campaign?  

Decent Objective: Improve our digital presence to attract younger audiences

Notice how the first part of the Objective (“Improve our digital presence”) suggests a general improvement area, and the second part of the Objective (“to attract younger audiences”) explains why you are doing it in the first place. 

OKR Example 2

Bad Objective: Implement feedback

Why is it bad: it’s vague and more likely a project, a deliverable, and can mean anything 

How to improve it: define what every word really means. What is this feedback supposed to solve? And why is it important to implement?  

Decent Objective: Adjust internal workflow to respond faster to customer needs 

In this example, the focus area is improving internal processes but the reason behind it is to impact customer satisfaction. 

good OKRs

OKR Example 3

Bad Objective: Acquisition of customers

Why is it bad: there is no active verb and no “what are we trying to achieve” statement 

How to improve it: change it to a “problem statement”. What are you trying to fix? What is the real reason why this is so important right now? 

Decent Objective: Improve sales demo quality to ensure recurring purchases and long-term relationships with customers 

This might be, actually, too long of a sentence, and you might want to put some parts of this information in the comment section under the Objective. But it’s a decent Objective because it tells you both the focus area, and why it is important. 

OKR Example 4

Bad Objective: Achieve 50% increase in MRR

Why is it bad: it’s a performance target you want to achieve but it does not suggest how you are going to get there.  

How to improve it: ask “how are we going to get there?”. What do we need to fix or improve? Do we need to try something that we haven’t tried before? 

Decent Objective: Expand our services to offer more value to enterprise clients

Here, the focus is enterprise clients so whatever we define as “value” for this audience would be the central focus of our attention. 

So your Team Objectives should be connected to a bigger picture and focused exclusively on the things that could have the biggest impact right now, and everything else should wait. When everything is a priority, nothing is.

Best OKR Tools

The purpose of OKR goal-setting is to change and improve your business situation. 

Using OKR software you can set and align these improvement goals, track progress towards them, and communicate top priorities throughout the organization. This way you can build trust and create an environment for different pieces of information to connect and produce great ideas. 

👉  Not sure which OKR software to pick? Check out the rollout of 20 best OKR software and choose the suitable one for your team!

In case you’re looking for OKR software with unlimited OKR coaching included in the price, consider Weekdone.

Weekdone OKR software
Weekdone OKR Software

Using Weekdone OKR software you can track and manage OKR related activities:

  • Set and link Objectives and Key Results
  • Add Team Initiatives that will drive OKRs forward
  • Assign personal plans and organize progress reporting
  • Add Weekly Summaries to cover the most important updates 
  • Present progress during weekly OKR check-ins

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