If you plan to stay ahead of the competition, your team must have the most straightforward direction, resources, and metrics. Key Result: Grow NPS score from 7 to 8. Using OKRs will definitely put an organization on track and help to measure the distance (key results) that the organization needs to progress ahead to reach the target. Today, organizations everywhere are adopting objectives and key results (OKRs) to help define and track tangible goals that every employee can champion. This is also an opportunity for employees to learn about big and small wins from different departments too. Objective: Improve the support experience. Find answers, learn best practices, or ask a question. Work smarter and more efficiently by sharing information across platforms. Information Security management provides the strategic direction for security activities and ensures that objectives are achieved. Strategic plannning software designed for leaders of mid-sized organizations to align, design, execute, and report on their strategic plan. Manage campaigns, resources, and creative at scale. Connect everyone on one collaborative platform. These threats, or risks, could stem from a wide variety of sources, including financial uncertainty, legal liabilities, strategic management errors, accidents and natural disasters KEY RESULT:Increase scheduled calls per sales rep from 3 per week to 6 per week. In most companies,top-levelmanagementdecides what the goals are and everyone else has to follow. Key results: Hit company global sales target of $100 Million in Sales; Achieve 100% year-to-year sales growth in the EMEA geography; Increase the company average deal size by 30% (with upsells) Reduce churn to less than 5% annually (via The following comprehensive list provides OKR goal-setting examples that you can use or adapt to your team or department. The OKRs methodology is a system for setting, cascading and communicating goals throughout your company. Expand the reach and expertise of the sales team to increase the conversion rate of qualified leads. To learn more about the fundamentals of OKRs, check out our detailed post on OKRs. If your KRs include words like maintain, strive, continue to, or participate, these are activities, not key results. In an OKR implementation, the objective is qualitative and answers the question of what is to be accomplished. We create focus and alignment in 60 days. Objective: Increase the popularity of company product (yogurt). The following examples of human resources OKRs highlight personal development, manager development, and employee engagement aspirations. You break down ameasurableobjectiveintosimpleresults that help you quicklydetermineif you achieved theobjectiveor not. These examples focus on garnering more attention for the business and, thereby, more revenue. Objective: Reach a monthly recurring revenue (MRR) of $75,000. Improve and increase partnerships with other leading experts in our industry. Objective: Deliver a design for the drawing wizard. Furthermore, we believe strongly that the achievement of an objective must provide clear value for the organization. Create a team of engaged and happy colleagues. Included on this page, youll find information on trickle down OKR goal setting, sample company-wide OKRs, and sample OKR goals by department, including for finance, HR, and marketing. Objective: Increase sales through our channel partners. 2023. Objective: Attain highest-ever employee satisfaction score. Objective: Build relationships with leading market research organizations. As a fast-growing Read more, IntroductionProcurement, as a function, is an evitable aspect of all business organizations. Therefore, its critically important to make sure youre setting CEO-level goals effectively. Be the most well-known brand in our space. OBJECTIVE: Launch the new product successfully. To learn more about how OKRs can help you, see the "Essential Guide to OKRs.". The OKRs methodology is a system for setting, cascading and communicating goals throughout your company. 75% of material is biodegradable. OKRs encourage companies to align their effort from the C-level team down to the individual. There are two types of goals in the OKR methodology you should know: committed and aspirational. OBJECTIVE: Launch the new monthly newsletter successfully. The OKRs shown here for finance and accounting consider not just costs, but also process improvement. These patches are often necessary to correct errors (also referred to as vulnerabilities or bugs) in the software. Dramatically increase our teams capabilities, systematically and consistently. Do we need to set company OKRs, individual OKRs, or both? Create a community amongst our customers. "You might think, well, I've only got one objective, which ignores other aspects of the business. IT Security Expense to IT Asset Value Ratio A benchmark of total IT security expenditure related to the total value of IT resources under management. Objectives describe what you want to achieve; key results describe how you know you've met them. HR OKR examples for Recruiting Objective: Create the A-Team Key results: Hire 5 A-class engineers this quarter Increase the quality of hire from 30% to 60% Maintain cost per hire at $4,000 Objective: Make recruiting great Key results: Increase employee retention rate from 80% to 95% Increase in hiring manager satisfaction from to define and restrict access to the same, KR 1 : Reduce the number of tailgating incidents from 5 to 0 per month, KR 2 : Improve response efficiency by reducing the average emergency response time from 10 mins to 5 mins, KR 3 : Reduce the time taken to deactivate former employee credentials from 24 hours to 4 hours, Reduce the number of tailgating incidents from 5 to 0 per month, Improve response efficiency by reducing the average emergency response time from 10 mins to 5 mins, Reduce the time taken to deactivate former employee credentials from 24 hours to 4 hours, Risk Management: It is the process of identifying, assessing and controlling threats to an organizations capital and earnings. They should be expressed in a tangible, motivating and unambiguous way, so that what the organization or team wants to achieve is clear, actionable and inspiring. OBJECTIVE: Create a community for our partners/resellers (MQLs). In one sentence: You complete a set of key results to achieve your objective. IT Security Expense to IT Asset Value Ratio A benchmark of total IT security expenditure related to the total value of IT resources under management. Visit our Help Center for support. WebCompliance OKRs example for HR Ensure effective compliance in the workplace Test 5 HR software options with built-in compliance safeguards and select the one to start using options 5 0 Perform an HR compliance audit on 6 main areas areas 6 0 Resolve 90% of HR compliance related complaints within 48 hours % 90 0 Need a simple online tool for kr4. Objective: Raise the efficiency of the release build process. Introduced and popularized in the 1970s at Intel, it has since spread throughout technology companies as a way to help employees understand and be engaged in an enterprise's charter. kr1. Objective: Increase mailing list subscribers. Check out our full post on the ultimate guide to OKRs here! Top company objectivesOKR examples. Companies want to achieve 100% of their committed OKRs. NIST 800-50) from 50% to 75%, Increase the average security awareness training score from 70% to 80%, Increase the complexity of average password strength for all logins from strong to very strong. Or waste hours of their day digging for information to get their tasks completed. Individual OKR examples Objective: Shock my boss with productivity Key results: Increase weekly production by 15% Implement email organizational system Delegate 50% of administrative tasks to administrative team Objective: Contribute meaningfully to the company Key results: Respond to bi-monthly employee surveys kr4. Sure,Googleand tons of other businesses useOKRsto manage theircompany goals. You can also createcompany wide OKRs wherethewholeorganizationcommits to the same goals, like thecompanys mission. WebHR Compliance Headcount Ratio The total number of firm-wide staff divided by the number of HR compliance full-time equivalent staff. Objective: Update marketing process to reflect the revamped product offering. Aspirational OKRs (moonshots) are ambitious and more challenging to accomplish, but they push us to think outside the box and innovate. OBJECTIVE: Generate new bookings pipeline, OBJECTIVE: Recruit World-Class A-Players for Our Sales Team, OBJECTIVE: Develop Our Reps into the Best Sales Team in the Industry, OBJECTIVE: Grow Our Sales in the Central region, OBJECTIVE: Improve Sales in South America, OBJECTIVE: Implement SDR social selling process, OBJECTIVE: Grow Our Upsell and Cross-sell, OBJECTIVE: Enable Our Sales to Be More Successful, OBJECTIVE: Improve our Sales Analytics Process, OBJECTIVE: Grow Sales Through our Channel Partner, OBJECTIVE: Create an Exceptional Corporate Culture / Delight Our Employees, OBJECTIVE: Improve Our Employee Retention, OBJECTIVE: Improve Our Employee Engagement and Satisfaction Score, OBJECTIVE: Make All of Our Managers More Effective and Successful, OBJECTIVE: Complete Our Employee Reviews Efficiently and on Time, OBJECTIVE: Transition to Ongoing Performance Management, OBJECTIVE: Launch the New Product Architecture, OBJECTIVE: Build a World-Class Engineering Team, OBJECTIVE: Drive Quality for Features in Our New Release, OBJECTIVE: Improve the Email Delivery Architecture, OBJECTIVE: Launch a high-quality Product Beta, OBJECTIVE: Launch the New Product Successfully, OBJECTIVE: Be Proactive with Customer Success, OBJECTIVE: Deliver a World-Class Customer Support Experience, OBJECTIVE: Ensure Customer Support is a High-Performance Team, OBJECTIVE: Implement a Scalable Customer Support Process, OBJECTIVE: Track All Critical Support Metrics, OBJECTIVE: Improve our Annual Budgeting Process, OBJECTIVE: Improve our Financial Reporting Process, OBJECTIVE: Improve our IT and Infrastructure, Win 1,000 deals worth $10M in bookings by 12/31/17, Generate 50,000 marketing qualified leads, Reduce churn to <5% annually through customer success, Roll out a continuous two-way feedback loop via weekly surveys, Maintain an average employee satisfaction score of 8 or higher, Create & launch new mentorship program by the end of Q3, Develop 15 customer case studies by 4/30/17, Secure an award at an industry conference, Hit company global sales target of $100 Million in Sales, Achieve 100% year-to-year sales growth in the EMEA geography, Increase the company average deal size by 30% (with upsells), Reduce churn to less than 5% annually (via Customer Success), Interview 20 customers per month and get feedback, Launch an ongoing 2-way closed-loop feedback process, Achieve a weekly Employee Satisfaction / Pulse Score of 8+, Celebrate small wins and any type of progress every single week, CEO and SVPs to launch a monthly all-hands Town Hall and open Q&A meeting, Win a Best Product of the Year award at the industry conference, Generate Net-New Unique leads via Account-Based Marketing, Improve our new marketing automation process, Reduce the Customer Acquisition Costs by 20% in Q3, Build a new top-down and bottom-up Excel model to analyze the ROI, Document and implement the new ABM process, Do 2 weekly alignment meetings with the SDR team, Do 1 weekly alignment meeting with SDR team managers, Generate 20% of closed-won sales via ABM efforts in Q4, Improve conversions on Landing Pages by 10% in Q2, Get 10 new inbound links from relevant websites, Improve our internal on-page optimization, Finalize and launch 1 newsletter per month, Have 30 media calls/meetings by end of Q1, Have 15 calls/meetings with key industry influencers, Secure 2 speaking spots at the Annual Industry conference, Do 2 analyst calls - provide the new product launch update, Create a Customer Community Strategy based on best practices, Publish 60 articles during the quarter and get 6,000+ page visits, Get 30% of our customers to participate in the community, Reach out to 12 industry experts and thought leaders in Q1, Interview them and publish the interview articles on our community site, Research and publish the Industry Report & Infographics for the community, Finish all the new product website updates, Work with PR to provide technical product specs, Give an exclusive pre-launch update to customers and partners, Finalize product datasheets, feature briefs and sales enablement info, Publish 5 new partner-focused whitepapers by Q1, Launch 7 webinars to educate our partners, Do a 5-city Lunch & Learn event for partners, Keep pipeline above 5x of quota to ensure a 20% Win Rate, Hire 5 new Sales Managers by the end of January, Maintain a 4:1 onsite "Interview Offer" ratio, Ensure we do regular sales coaching every week, Bring in the new sales training company to improve our training, Do regular monthly anonymous surveys of SDRs and AEs and get their feedback, Develop relationships with 50 new targets or named accounts, Onboard 10 new resellers that focus on the Central region, Offer extra kicker to AEs to achieve 120% focusing on the Central region, Implement a new sales training program for our South American team, Receive 5-star reviews from our customers who will serve as references, Bring in $50,000 in bookings by end of Q3, Increase upsell and cross-sell revenue by 40%, Have regular weekly alignment meetings with Customer Success, Ensure we update our new sales technology stack, Implement the new process for measuring Outbound vs. Inbound, Revise all the email sequences and upload it into the new sales messaging tool, Update the CRM based on the new sales pipeline review process, Help the VP of Sales with the new data to finalize the new compensation plan, Implement a sales analytics and Business Intelligence platform, Set up sales cycle and average deal size triggers to email our VP of Sales, Review Sales Activity metrics and send a weekly summary to the team, Review Sales Pipeline metrics and send a weekly summary to the team, Review retrospective Sales Results metrics and send a weekly summary to the team, Recruit 30 new channel partners in Eastern, Central and Western geographies, Finalize the new 20% channel sales promotion for Q3, Implement the new channel partner website section, Improve the channel partner onboarding process and documents, Create clarity of all departments and teams via clear OKR goals, Celebrate "small wins" and any type of progress every single week, CEO and SVPs to launch a monthly Town Hall with Open Q&A, Improve our 2-way closed-loop feedback and ongoing performance management process, Improve our employee engagement score and employee satisfaction to 8 or above, Survey employees monthly on how to make our company an even better place to work, Assess if we are paying salaries and benefits at market rates, Offer our employees a $500 reward for referrals of A-Players whom we hire, Hire 25 new employees this quarter for the 5 requesting departments, Survey interviewees after each interview process and get feedback, Ensure every manager company-wide is doing an ongoing, 2-way feedback loop, Survey employees using a Pulse (Employee Satisfaction Index) weekly, Ensure we are setting clarity of work with goals to boost engagement, Provide consistent training to managers on how to manage effectively, Ensure every manager is doing regular 1-on-1 meetings with 2-way feedback, Do monthly anonymous employee surveys to get feedback on managerial effectiveness, Survey our employees on how they like our new ongoing performance process, Collect all performance review notes from our 30 front-line managers, Announce the transition from the outdated annual performance review process, Implement the ongoing 2-way closed-loop feedback with lite check-ins, Announce new annual reviews to serve as a summary for the ongoing process, Have engineering team contribute X story points, Upgrade our database and complete data migration, Offer a $500 reward for referrals to A-Players, Hire 5 referred engineers with exceptional references by end of Q2, Maintain a 4:1 onsite "Interview Hire" ratio, Implement the new QA automation tool and process, Ensure no more than 1 critical bug reported in Q3, Ship the new architecture docs to all internal teams, Conduct 30 customer development interviews, Review 10 usage videos via UserTesting.com and summarize it internally, Do 2 training sessions on the new product for Marketing and Sales teams, Help Product Marketing by reviewing their technical spec documents, Interview 50 prospective customers and get their initial feedback, Get usability score above 8/10 on UX mockups from 20 prospective customers, Specify 5 elements in UX mockups to increase product's usage engagement, Get internal feedback score of 10/10 from the sales team, Be proactive in assessing our drops in account usage or at-risk usage, Apply Best Practices to ensure we have NPS score of 8 and above, Implement a Customer Success platform to track customer health, Reach out to customers who appear to be at-risk, Achieve a CSAT of 90%+ for all Tier-1 tickets, Resolve 95% of Tier-2 support tickets in under 24 hours, Each support rep to maintain a personal CSAT of 95% or more, Maintain a weekly Support group ESI/Pulse score of 8 or greater, Finalize resource allocation with the VP of Support, Promote 2 customer support reps to managers, Implement our new customer support platform, Updated 30 "How-To" articles on the Knowledge Base, Track and report on Number of New Tickets to Resolved Tickets, Track and report on Average Resolution Time, Track and report on Top 10 Customers by Active Tickets, Have a meeting with every VP about the new process, Review everyone's budget proposals before mid-Q3, Implement the cloud-based version of QuickBooks, Ensure we close our financials within 2 weeks of a quarter, Implement the new cloud backup system and process, Improve internal IT satisfaction and response time. 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