A common mistake with OKRs is confusing desired outcomes with actions used to reach objectives. Objectives are supported by key results which benchmarks and monitors how we achieve the objective. Therefore, it’s critically important to make sure you’re setting CEO-level goals effectively. IT Objective 1: Implement a reverse auction registration system and save 10% on purchases. Prepare for the future of work with insights from work management leaders. This is the power of OKRs – they remove ambiguity around business goals! Here are OKR examples for various departments: Because OKRs are used to align all teams with an organization’s top goals, your entire company’s OKRs are only as effective as the ones you set at the very top. Manage the entire lifecycle of work in a single, centralized solution. UpRaise. Are you setting your OKR set for yourself as an individual contributor, or for your team? Here are a list of example business OKRs, broken out by department. Think of the objective in OKRs as a “strategic theme,” a broad, overarching, qualitative headline of what is to be achieved. For example, if you set a goal to implement a new process within one week, you force yourself to dedicate time to this intiative. They are a tool used by individuals, teams, and companies for setting goals to maximize alignment and transparency when pursuing ambitious goals. Key Results: Develop a new system before March; Perform testing and integration by April; Launch the new reverse auction system before the end of June; Examples of OKRs … Guide to 10 great Engineering Okr examples specially designed for the Engineering department emphasizing objective and Keyresult area of Product Development Team. Definition and examples of SMART business objectives. OKRs (Objectives & Key Results) are great for team goal setting. Align strategic goals to work, monitor progress, and drive amazing results. Examples of key results. Development objectives are actionable plans to improve in your career, profession and role. Objective: Enable professional growth for everyone. 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, OBJECTIVE: Strengthen our corporate culture, 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, OBJECTIVE: Successfully launch our new product by the end of Q2, Develop 15 customer case studies by 4/30/17, Secure an award at an industry conference. Company OKR Examples How-to Guide to Writing Good Company OKRs with Example Objectives and Key Results. OKR Examples How-to Guide to Writing Good OKRs with Example Objectives and Key Results. Publish 5 new partner-focused whitepapers by Q1, Launch 7 webinars to educate our partners, Do a 5-city Lunch & Learn event for partners, OBJECTIVE: Generate new bookings pipeline, Keep pipeline above 5x of quota to ensure a 20% Win Rate, OBJECTIVE: Recruit World-Class A-Players for Our Sales Team, Hire 5 new Sales Managers by the end of January, Maintain a 4:1 onsite "Interview Offer" ratio, OBJECTIVE: Develop Our Reps into the Best Sales Team in the Industry, 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, OBJECTIVE: Grow Our Sales in the Central region, 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, OBJECTIVE: Improve Sales in South America, Implement a new sales training program for our South American team, Receive 5-star reviews from our customers who will serve as references, OBJECTIVE: Implement SDR social selling process, Bring in $50,000 in bookings by end of Q3, OBJECTIVE: Grow Our Upsell and Cross-sell, Increase upsell and cross-sell revenue by 40%, Have regular weekly alignment meetings with Customer Success, OBJECTIVE: Enable Our Sales to Be More Successful, 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, OBJECTIVE: Improve our Sales Analytics Process, 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, OBJECTIVE: Grow Sales Through our Channel Partner, 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, OBJECTIVE: Create an Exceptional Corporate Culture / Delight Our Employees, 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, OBJECTIVE: Improve Our Employee Retention, 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, OBJECTIVE: Improve Our Employee Engagement and Satisfaction Score, 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, OBJECTIVE: Make All of Our Managers More Effective and Successful, 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, OBJECTIVE: Complete Our Employee Reviews Efficiently and on Time, Survey our employees on how they like our new ongoing performance process, Collect all performance review notes from our 30 front-line managers, OBJECTIVE: Transition to Ongoing Performance Management, 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, OBJECTIVE: Launch the New Product Architecture, Have engineering team contribute X story points, Upgrade our database and complete data migration, OBJECTIVE: Build a World-Class Engineering Team, 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, OBJECTIVE: Drive Quality for Features in Our New Release, Implement the new QA automation tool and process, Ensure no more than 1 critical bug reported in Q3, OBJECTIVE: Improve the Email Delivery Architecture, Ship the new architecture docs to all internal teams, OBJECTIVE: Launch a high-quality Product Beta, OBJECTIVE: Launch the New Product Successfully, 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, OBJECTIVE: Be Proactive with Customer Success, Implement a Customer Success platform to track customer health, Reach out to customers who appear to be at-risk, OBJECTIVE: Deliver a World-Class Customer Support Experience, 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, OBJECTIVE: Ensure Customer Support is a High-Performance Team, 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, OBJECTIVE: Implement a Scalable Customer Support Process, Implement our new customer support platform, Updated 30 "How-To" articles on the Knowledge Base, OBJECTIVE: Track All Critical Support Metrics, 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, OBJECTIVE: Improve our Annual Budgeting Process, Have a meeting with every VP about the new process, Review everyone's budget proposals before mid-Q3, OBJECTIVE: Improve our Financial Reporting Process, Implement the cloud-based version of QuickBooks, Ensure we close our financials within 2 weeks of a quarter, OBJECTIVE: Improve our IT and Infrastructure, Implement the new cloud backup system and process, Improve internal IT satisfaction and response time. View webinars, reports, and studies to learn about the Workfront solution. Objective – Improve employee engagement and satisfaction . From one side, no item in JIRA should be older than 14 days; while from the other side, there should be 300 story points always in the backlog. If you’re like many other people, you probably make a resolution or two at the beginning of each year to try to improve yourself in some way--get a promotion, start a family, get in shape--things of that nature. Learn how to join Google, Microsoft, Facebook, Spotify and hundreds of thousands of others in using OKRs to set-goals.. Learn and improve continuously through Agile performance management in your JIRA. When creating an objective & key result (OKR), it's important to pick a target that will drive real business change. Decide which projects to prioritize or pause, and identify those at risk. OBJECTIVE: Create a community for our partners/resellers (MQLs). Short Term Business Goals Short term business goals are those that you can accomplish in a quarter or, on the longer end of the short-term world, after a year. The OKR methodology is a shared goals system which creates clarity and aligns your organization, connects everyone to your top business goals, increases performance and drives better results. Plan continuously, compare scenarios, and determine the best path forward. Get a hands-on look at managing all your work in Workfront. OKRs Goals Examples For Companies and Startups Objective: Research and improve customer satisfaction. Key Results: Exceed Net Promoter Score (NPS) of over 8.0; Get 1000 survey … Consult our extensive global partner network of digital transformation experts. Even if you fall short of these goals, you will be much further along than if you casually wrote a note down. OKR examples for sales, marketing, human resources and many more. When you’re building a product for growth, using Engineering OKRs is a great way to provide focus and align priorities with the rest of your company. But can you attain objectives that are ambitious? Specific means referring to something unique, … Key results (KRs) are specific, measurable, and time-bound. When getting started with OKRs — Objectives and Key Results — the most common questions we get at Weekdone are: How to write good OKRs? Objectives and key results (OKR) helps establish high-level, measurable goals for your business by establishing ambitious goals and outcomes that can be tracked over the quarter. Objectives and key results (OKRs) are a great way to organize a group of people around a common mission. Sales OKR examples for your teams. Leading companies, from Amazon and Google to Accenture, use OKRs to meet demanding internal goals. 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, OBJECTIVE: Build Strong Relationships with Forrester and Gartner, Do 2 analyst calls - provide the new product launch update, OBJECTIVE: Launch a New Customer Community, 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, OBJECTIVE: Make our community known by industry experts and thought leaders, 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. When getting started with Company OKRs - Objectives and Key Results - the common questions we get at Weekdone are:. 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. Learn the right way and help your company, your teams and your employees thrive in 2021. You do not want to set a "nice to have" as an objective. Plan projects, track progress, and deliver work that achieves results. And if you’re like many other people, that resolution probably becomes history by January 15th. In this bestselling OKR 101 course, you'll learn everything you need to know to set goals with OKRs, incorporate them into your life, and improve your future in both business and life. OKRs are built on big-picture goals and targets that are designed to push employees and companies forward, so they should toe the line of “almost impossible.” The OKR framework is a continual cycle of fast, dynamic growth. Operations OKR examples for your teams. 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