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Tips to create Function/Department specific OKRs (Objectives & Key Results)

Company-wide OKRs

When getting started with OKRs (Objectives & Key Results), the most frequently asked questions are how to write good OKRs. To help our customers we have created a library of example OKRs, so that you can get started easily and write you own OKRs. Don't worry our Full OKR Services such as Workshops, Coaching, Training and Consulting retainership provide all these artifacts as complement to help your team. Moreover we have made this re-usable OKR library available inside our software as well, to make it more convenient to adopt. For CFRs (Conversations, Feedback and Recognition) we provide guidelines, templates and best practices including inside our OKR Stars™ Software/Add-on modules, which will make easy to orient, train and institutionalize OKR & CFR.

"O" - Objective (Transparent and visible company-wide): Where do we want to go?

"KR" - Key Result: How do we know if we are getting there?

Task (To do, In progress & Done): What will I do to get there?

Conversations (Private 1:1s with MoM): How are your OKRs coming along? What L&D Assistance / Career Plan do you need? Are there any roadblocks?

Feedback (Private, Positive/Negative): Between Manager & Report, Through 360° Feedback Process

Recognition (Public, Peer-to-Peer): Thanks for achieving "xyz" or Thank You "Team Member" ...


Company-wide / Corporate OKRs are always top of the OKR hierarchy. Few "OKR examples" are shown below;

"O" - Objective A: Become a market leader in software services business

- "KR" - Key Result A-1: Achieve revenue above 100m USD from present 50m USD

- "KR" - Key Result A-2: Scale the business by 30% in top 3 promising markets as per Gartner Magic Quadrants Report

- "KR" - Key Result A-3: Decrease the customer attrition from 3% to less than 1%

- "KR" - Key Result A-4: Win new AI & ML based services contracts average worth 15m USD from US market


3-5 "O"/Quarter/Level

(Recommended #"O"/"Q"/Person)

3-5 "KR"/Objective

(Recommended #"KR"/"O")

As Needed Tasks

(#Tasks/"KR")

Weekly Once CI At Least

(#Check-Ins per "KR")

Many Times / Week

(#Updates on Tasks/"KR")

Always Timely CFRs :-)

(#Conv., Feedback & Recognition)

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Tips to create Function/Department specific OKRs (Objectives & Key Results)

Sales OKRs

When getting started with OKRs (Objectives & Key Results), the most frequently asked questions are how to write good OKRs. To help our customers we have created a library of example OKRs, so that you can get started easily and write you own OKRs. Don't worry our Full OKR Services such as Workshops, Coaching, Training and Consulting retainership provide all these artifacts as complement to help your team. Moreover we have made this re-usable OKR library available inside our software as well, to make it more convenient to adopt. For CFRs (Conversations, Feedback and Recognition) we provide guidelines, templates and best practices including inside our OKR Stars™ Software/Add-on modules, which will make easy to orient, train and institutionalize OKR & CFR.

"O" - Objective (Transparent and visible company-wide): Where do we want to go?

"KR" - Key Result: How do we know if we are getting there?

Task (To do, In progress & Done): What will I do to get there?

Conversations (Private 1:1s with MoM): How are your OKRs coming along? What L&D Assistance / Career Plan do you need? Are there any roadblocks?

Feedback (Private, Positive/Negative): Between Manager & Report, Through 360° Feedback Process

Recognition (Public, Peer-to-Peer): Thanks for achieving "xyz" or Thank You "Team Member" ...


With right Sales OKRs you're more likely to see ideal sales behaviour. Few "OKR examples" are shown below;

"O" - Objective A: Exceed the revenue compared with last year audited results for the same period

- "KR" - Key Result A-1: For this quarter generate SQL (Sales Qualified Leads) from "100 to 200" from UAE market

- "KR" - Key Result A-2: Increase upsell and crosss-sell revenue by "50% from 20%"

- "KR" - Key Result A-3: Bring new property assets bookings worth 200m USD

- "KR" - Key Result A-4: Increase customer retention rate from "90% to 98%"


3-5 "O"/Quarter/Level

(Recommended #"O"/"Q"/Person)

3-5 "KR"/Objective

(Recommended #"KR"/"O")

As Needed Tasks

(#Tasks/"KR")

Weekly Once CI At Least

(#Check-Ins per "KR")

Many Times / Week

(#Updates on Tasks/"KR")

Always Timely CFRs :-)

(#Conv., Feedback & Recognition)

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Tips to create Function/Department specific OKRs (Objectives & Key Results)

Marketing OKRs

When getting started with OKRs (Objectives & Key Results), the most frequently asked questions are how to write good OKRs. To help our customers we have created a library of example OKRs, so that you can get started easily and write you own OKRs. Don't worry our Full OKR Services such as Workshops, Coaching, Training and Consulting retainership provide all these artifacts as complement to help your team. Moreover we have made this re-usable OKR library available inside our software as well, to make it more convenient to adopt. For CFRs (Conversations, Feedback and Recognition) we provide guidelines, templates and best practices including inside our OKR Stars™ Software/Add-on modules, which will make easy to orient, train and institutionalize OKR & CFR.

"O" - Objective (Transparent and visible company-wide): Where do we want to go?

"KR" - Key Result: How do we know if we are getting there?

Task (To do, In progress & Done): What will I do to get there?

Conversations (Private 1:1s with MoM): How are your OKRs coming along? What L&D Assistance / Career Plan do you need? Are there any roadblocks?

Feedback (Private, Positive/Negative): Between Manager & Report, Through 360° Feedback Process

Recognition (Public, Peer-to-Peer): Thanks for achieving "xyz" or Thank You "Team Member" ...


Marketing OKRs typically cover branding, website visits, content marketing, media presence, lead generation and SEO (Search Engine Optimization) etc. Few "OKR examples" are shown below;

"O" - Objective A: Significantly achieve marketing success metrics (KPI) that are highest so far in the company's history

- "KR" - Key Result A-1: Inbound free trial sign-up at least "20K"

- "KR" - Key Result A-2: Morethan "70%" trial customers successfully converted as paid accounts

- "KR" - Key Result A-3: MRR (Monthly Recurring Revenue) rate is increasing from 2 to 3X growth

- "KR" - Key Result A-4: Brand awareness compared to competitors increase from 30% to 60% (Survey Report)


3-5 "O"/Quarter/Level

(Recommended #"O"/"Q"/Person)

3-5 "KR"/Objective

(Recommended #"KR"/"O")

As Needed Tasks

(#Tasks/"KR")

Weekly Once CI At Least

(#Check-Ins per "KR")

Many Times / Week

(#Updates on Tasks/"KR")

Always Timely CFRs :-)

(#Conv., Feedback & Recognition)

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Tips to create Function/Department specific OKRs (Objectives & Key Results)

HR OKRs

When getting started with OKRs (Objectives & Key Results), the most frequently asked questions are how to write good OKRs. To help our customers we have created a library of example OKRs, so that you can get started easily and write you own OKRs. Don't worry our Full OKR Services such as Workshops, Coaching, Training and Consulting retainership provide all these artifacts as complement to help your team. Moreover we have made this re-usable OKR library available inside our software as well, to make it more convenient to adopt. For CFRs (Conversations, Feedback and Recognition) we provide guidelines, templates and best practices including inside our OKR Stars™ Software/Add-on modules, which will make easy to orient, train and institutionalize OKR & CFR.

"O" - Objective (Transparent and visible company-wide): Where do we want to go?

"KR" - Key Result: How do we know if we are getting there?

Task (To do, In progress & Done): What will I do to get there?

Conversations (Private 1:1s with MoM): How are your OKRs coming along? What L&D Assistance / Career Plan do you need? Are there any roadblocks?

Feedback (Private, Positive/Negative): Between Manager & Report, Through 360° Feedback Process

Recognition (Public, Peer-to-Peer): Thanks for achieving "xyz" or Thank You "Team Member" ...


Recruitment Department OKRs (in HR) are always critical for fast growing organization. Few "OKR examples" are shown below;

"O" - Objective A: Build high performing engineering team

- "KR" - Key Result A-1: Obtain updated JDs from more than 90% of functional/department heads

- "KR" - Key Result A-2: Line-up candidates from LinkedIn source matching from 75% to 85% skill-set

- "KR" - Key Result A-3: Internal employee referral program to close 30% positions from present 20%

- "KR" - Key Result A-4: Release competitive offers within 4 to 5 working days of candidates selection approvals

- "KR" - Key Result A-5: Reduce the average time to fill Sr. Engineers positions from 60 days to 30 days


3-5 "O"/Quarter/Level

(Recommended #"O"/"Q"/Person)

3-5 "KR"/Objective

(Recommended #"KR"/"O")

As Needed Tasks

(#Tasks/"KR")

Weekly Once CI At Least

(#Check-Ins per "KR")

Many Times / Week

(#Updates on Tasks/"KR")

Always Timely CFRs :-)

(#Conv., Feedback & Recognition)

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Tips to create Function/Department specific OKRs (Objectives & Key Results)

Product Management OKRs

When getting started with OKRs (Objectives & Key Results), the most frequently asked questions are how to write good OKRs. To help our customers we have created a library of example OKRs, so that you can get started easily and write you own OKRs. Don't worry our Full OKR Services such as Workshops, Coaching, Training and Consulting retainership provide all these artifacts as complement to help your team. Moreover we have made this re-usable OKR library available inside our software as well, to make it more convenient to adopt. For CFRs (Conversations, Feedback and Recognition) we provide guidelines, templates and best practices including inside our OKR Stars™ Software/Add-on modules, which will make easy to orient, train and institutionalize OKR & CFR.

"O" - Objective (Transparent and visible company-wide): Where do we want to go?

"KR" - Key Result: How do we know if we are getting there?

Task (To do, In progress & Done): What will I do to get there?

Conversations (Private 1:1s with MoM): How are your OKRs coming along? What L&D Assistance / Career Plan do you need? Are there any roadblocks?

Feedback (Private, Positive/Negative): Between Manager & Report, Through 360° Feedback Process

Recognition (Public, Peer-to-Peer): Thanks for achieving "xyz" or Thank You "Team Member" ...


Product Management OKRs are always recommended in Product based organizations. Few "OKR examples" are shown below;

"O" - Objective A: Significantly improve SaaS (Software as a Service) product release timeline

- "KR" - Key Result A-1: Meet agile sprints commitments from "80% to 100%"

- "KR" - Key Result A-2: Work with marketing department to validate early adopter pilot features with "4 to 5" live customers

- "KR" - Key Result A-3: Revisit internal product roadmap with key stakeholders and publish every "3" weeks


3-5 "O"/Quarter/Level

(Recommended #"O"/"Q"/Person)

3-5 "KR"/Objective

(Recommended #"KR"/"O")

As Needed Tasks

(#Tasks/"KR")

Weekly Once CI At Least

(#Check-Ins per "KR")

Many Times / Week

(#Updates on Tasks/"KR")

Always Timely CFRs :-)

(#Conv., Feedback & Recognition)

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Tips to create Function/Department specific OKRs (Objectives & Key Results)

Engineering OKRs

When getting started with OKRs (Objectives & Key Results), the most frequently asked questions are how to write good OKRs. To help our customers we have created a library of example OKRs, so that you can get started easily and write you own OKRs. Don't worry our Full OKR Services such as Workshops, Coaching, Training and Consulting retainership provide all these artifacts as complement to help your team. Moreover we have made this re-usable OKR library available inside our software as well, to make it more convenient to adopt. For CFRs (Conversations, Feedback and Recognition) we provide guidelines, templates and best practices including inside our OKR Stars™ Software/Add-on modules, which will make easy to orient, train and institutionalize OKR & CFR.

"O" - Objective (Transparent and visible company-wide): Where do we want to go?

"KR" - Key Result: How do we know if we are getting there?

Task (To do, In progress & Done): What will I do to get there?

Conversations (Private 1:1s with MoM): How are your OKRs coming along? What L&D Assistance / Career Plan do you need? Are there any roadblocks?

Feedback (Private, Positive/Negative): Between Manager & Report, Through 360° Feedback Process

Recognition (Public, Peer-to-Peer): Thanks for achieving "xyz" or Thank You "Team Member" ...


Engineering OKRs (Software) are popular in High Tech/IT Industry. Few "OKR examples" are shown below;

"O" - Objective A: Significantly improve quality of software releases

- "KR" - Key Result A-1: "Decrease" total major defects before final agile iteration from 25% to 5%

- "KR" - Key Result A-2: "Increase" continuous integration based on DevOps automation from 80% to 95%

- "KR" - Key Result A-3: "Decrease" #Releases without CTO/Nominated leader's sign-off to be from 2% to 0%


3-5 "O"/Quarter/Level

(Recommended #"O"/"Q"/Person)

3-5 "KR"/Objective

(Recommended #"KR"/"O")

As Needed Tasks

(#Tasks/"KR")

Weekly Once CI At Least

(#Check-Ins per "KR")

Many Times / Week

(#Updates on Tasks/"KR")

Always Timely CFRs :-)

(#Conv., Feedback & Recognition)

img
Tips to create Function/Department specific OKRs (Objectives & Key Results)

Finance OKRs

When getting started with OKRs (Objectives & Key Results), the most frequently asked questions are how to write good OKRs. To help our customers we have created a library of example OKRs, so that you can get started easily and write you own OKRs. Don't worry our Full OKR Services such as Workshops, Coaching, Training and Consulting retainership provide all these artifacts as complement to help your team. Moreover we have made this re-usable OKR library available inside our software as well, to make it more convenient to adopt. For CFRs (Conversations, Feedback and Recognition) we provide guidelines, templates and best practices including inside our OKR Stars™ Software/Add-on modules, which will make easy to orient, train and institutionalize OKR & CFR.

"O" - Objective (Transparent and visible company-wide): Where do we want to go?

"KR" - Key Result: How do we know if we are getting there?

Task (To do, In progress & Done): What will I do to get there?

Conversations (Private 1:1s with MoM): How are your OKRs coming along? What L&D Assistance / Career Plan do you need? Are there any roadblocks?

Feedback (Private, Positive/Negative): Between Manager & Report, Through 360° Feedback Process

Recognition (Public, Peer-to-Peer): Thanks for achieving "xyz" or Thank You "Team Member" ...


Finance OKRs typically cover budgeting, fund raising, business planning and revenue/profitability etc. Few "OKR examples" are shown below;

"O" - Objective A: Proactively meet new series of funds from VCs for surpassing growth targets

- "KR" - Key Result A-1: Increase the average reach out VCs (present & new ones) from "30 to 70"

- "KR" - Key Result A-2: Close second contact conference calls with VCs to at least "21"

- "KR" - Key Result A-4: Successfully close next investment round with minimum of 15m USD pre-money


3-5 "O"/Quarter/Level

(Recommended #"O"/"Q"/Person)

3-5 "KR"/Objective

(Recommended #"KR"/"O")

As Needed Tasks

(#Tasks/"KR")

Weekly Once CI At Least

(#Check-Ins per "KR")

Many Times / Week

(#Updates on Tasks/"KR")

Always Timely CFRs :-)

(#Conv., Feedback & Recognition)

img
Tips to create Function/Department specific OKRs (Objectives & Key Results)

Design OKRs

When getting started with OKRs (Objectives & Key Results), the most frequently asked questions are how to write good OKRs. To help our customers we have created a library of example OKRs, so that you can get started easily and write you own OKRs. Don't worry our Full OKR Services such as Workshops, Coaching, Training and Consulting retainership provide all these artifacts as complement to help your team. Moreover we have made this re-usable OKR library available inside our software as well, to make it more convenient to adopt. For CFRs (Conversations, Feedback and Recognition) we provide guidelines, templates and best practices including inside our OKR Stars™ Software/Add-on modules, which will make easy to orient, train and institutionalize OKR & CFR.

"O" - Objective (Transparent and visible company-wide): Where do we want to go?

"KR" - Key Result: How do we know if we are getting there?

Task (To do, In progress & Done): What will I do to get there?

Conversations (Private 1:1s with MoM): How are your OKRs coming along? What L&D Assistance / Career Plan do you need? Are there any roadblocks?

Feedback (Private, Positive/Negative): Between Manager & Report, Through 360° Feedback Process

Recognition (Public, Peer-to-Peer): Thanks for achieving "xyz" or Thank You "Team Member" ...


Design OKRs are often given importance even in company-wide OKRs as well to promote and position Design thinking principles. Few "OKR examples" are shown below;

"O" - Objective A: Become a market leader as best design company

- "KR" - Key Result A-1: Apply design patents from top 3 selling products with at lease "8" applications

- "KR" - Key Result A-2: Share the design details in credible design forums globally from present "2 to 4"

- "KR" - Key Result A-3: Organize within and outside company design hackathon competitions for "2" times

- "KR" - Key Result A-4: Compete for national & international level best design awards for "2" times


3-5 "O"/Quarter/Level

(Recommended #"O"/"Q"/Person)

3-5 "KR"/Objective

(Recommended #"KR"/"O")

As Needed Tasks

(#Tasks/"KR")

Weekly Once CI At Least

(#Check-Ins per "KR")

Many Times / Week

(#Updates on Tasks/"KR")

Always Timely CFRs :-)

(#Conv., Feedback & Recognition)


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