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OKR Examples for HRs

Bring the best out of Human Resource & People teams by connecting their goals with business goals

  • KR1

    Make HR teams part of the business strategy

  • KR2

    Help HR teams build an outcome driven culture
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Example: 1​

Objective : Build an elite hybrid-work culture in the organization

Create a work environment that effectively combines remote and in-office work, fostering collaboration, flexibility, and productivity for all employees.

  • KR1

    Improve OKR Adoption in the organization from 60% to 95%

  • KR2

    Improve 1-1s adoption in managers from 40% to 90

  • KR3

    At-least 80% of the teams score above 8 for manager support driver

  • KR4

    Equip 100% of workspaces with the necessary technology and tools to support remote collaboration

  • KR5

    Train managers on best practices for leading and managing hybrid teams effectively
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Example: 2

Objective : Build a people-friendly culture that makes people stay longer

Foster a supportive and nurturing work environment where employees feel valued, connected, and motivated, leading to increased employee retention and job satisfaction.

  • KR1

    Improve eNPS from 30 to 60

  • KR2

    Improve Glassdoor rating from 4.3 to 4.8

  • KR3

    Reduce the attrition rate to 20% from 35%

  • KR4

    Increase employee satisfaction scores by 20%

  • KR5

    Establish a mentorship program, matching 75% of employees with mentors within their first six months
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Example: 3

Objective : Build super-engaged teams that connect with the company’s vision & mission

Create a strong sense of alignment and purpose among employees by connecting their work to the company's vision and mission, resulting in highly engaged and motivated teams.

  • KR1

    Improve Employee Engagement Score by 30%

  • KR2

    Increase the median tenure from 1.8 years to 3 years

  • KR3

    At least 95% of employees say that they are aware of the company’s strategic priorities all the time

  • KR4

    Increase the percentage of employees who can articulate the company's vision and mission by 80%

  • KR5

    Increase employee engagement scores related to company vision and mission alignment by 25%
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Example: 4

Objective : Increase goal alignment across the organization

Ensure that departmental and individual goals are aligned with the company's strategic objectives, fostering a cohesive and focused work environment that drives organizational success.

  • KR1

    Increase OKR adoption to 100% by ensuring everyone owns OKR in the organization

  • KR2

    Reduce the number of misaligned objectives to zero

  • KR3

    Increase the weekly check-ins per KR from 0.7 to 1

  • KR4

    Train 100% of managers on effective goal-setting techniques

  • KR5

    Increase employee understanding of their individual goals' connection to organizational objectives by 30%
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Example: 5

Objective : Implement OKRs to drive exceptional business results faster

Adopt the Objectives and Key Results (OKR) framework throughout the organization to accelerate progress towards strategic goals and improve overall business performance.

  • KR1

    Get 100% employees trained on writing OKRs

  • KR2

    100% of the team own one OKR

  • KR3

    Ensure every OKR has at least 2 key result

  • KR4

    Train 100% of management and team leaders on the OKR methodology and its benefits

  • KR5

    Achieve at least 80% alignment between team and individual OKRs and the organization's strategic objectives
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Example: 6

Objective : Run a successful OKRs pilot

Conduct a pilot program to test the effectiveness of the Objectives and Key Results (OKR) framework within the organization, refining the process and gathering valuable insights to facilitate a seamless company-wide adoption.

  • KR1

    Get buy-in from 2 teams to participate in the OKR pilot

  • KR2

    Get buy-in from leadership to participate in the pilot

  • KR3

    Complete the pilot with a 90% success rate

  • KR4

    Achieve a minimum of 70% alignment between pilot group OKRs and the organization's strategic objectives

  • KR5

    Provide comprehensive OKR training to 100% of the pilot group's team leaders and members
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Example: 7

Objective : Implement OKR software that increases adoption

Introduce a user-friendly OKR software solution that simplifies the process of setting, tracking, and managing objectives and key results, leading to increased adoption and engagement throughout the organization.

  • KR1

    80% of KRs should be updated automatically through integrations

  • KR2

    Reduce the number of misaligned objectives to zero with better visualization

  • KR3

    Reduce the time in preparing for business review to 10 mins

  • KR4

    Achieve 90% adoption of the chosen OKR software by all teams within two quarters of implementation

  • KR5

    Ensure 75% of employees rate the OKR software as easy to use and helpful in managing their objectives, as measured by user satisfaction surveys
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Example: 8

Objective : Speed up the talent acquisition process

Streamline and optimize the talent acquisition process to reduce time-to-fill and ensure the organization attracts and hires high-quality candidates more efficiently.

  • KR1

    Improve the Offer Acceptance Rate by 30%

  • KR2

    Increases the share of applicants came by referral by 30%

  • KR3

    Reduce time to hire by 50%

  • KR4

    Reduce the average time-to-fill open positions by 25% within one year

  • KR5

    Train 100% of hiring managers on best practices for interviewing and candidate evaluation
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Example: 9

Objective : Streamline HR processes

Improve efficiency and effectiveness of HR processes to better support employees and the business.

  • KR1

    Automate 80% of repetitive HR tasks

  • KR2

    Reduce time spent on HR administration by 30%

  • KR3

    Implement a new HR software system to improve data management

  • KR4

    Standardize HR policies and procedures across all departments

  • KR5

    Train all HR staff in Lean Six Sigma methodologies
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Example: 10

Objective :Enhance talent acquisition

Attract and hire top talent to support the company's growth and success.

  • KR1

    Reduce average time-to-fill open positions by 20%

  • KR2

    Increase the number of applicants per position by 25%

  • KR3

    Improve offer acceptance rate to 90%

  • KR4

    Partner with five universities for campus recruitment initiatives

  • KR5

    Launch an employee referral program with rewards for successful hires
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Frequently Asked Questions

OKRs are important for HR teams because they provide a structured and measurable approach to achieving HR goals that support the organization’s broader business objectives. By setting specific and measurable HR objectives and key results, HR teams can track progress towards achieving their goals and measure their impact on the organization.
Effective HR OKRs should be specific, measurable, and aligned with the overall business strategy. HR OKRs should focus on outcomes, such as employee engagement, retention, or talent acquisition, rather than outputs like the number of job postings or resumes received. HR OKRs should be regularly reviewed and updated to reflect changes in business needs and ensure continued relevance.
The number of OKRs you set for your HR team will depend on the size of your team and the scope of your initiatives. It’s generally recommended to limit the number of objectives to three to five per quarter to ensure focus and clarity.
The success of HR OKRs should be measured by the progress made towards achieving key results. This can be done through regular tracking and reporting, as well as employee surveys and feedback. HR OKRs should be reviewed and adjusted as needed to ensure they remain relevant and achievable. By setting and achieving HR OKRs, HR teams can drive meaningful change and make a positive impact on the organization’s overall success.
To ensure HR OKRs are aligned with the overall business strategy, HR teams should engage in regular communication and collaboration with other departments and leadership. This can involve attending cross-functional meetings, seeking input from other departments, and regularly reviewing and updating HR OKRs to ensure alignment with broader business objectives.

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