In a cycle for non-remote workers, The number of employees participating in at least one extracurricular activity (workout, meditation and team events) is raised to 70%, Re-establish Bloggers leadership by speaking at 3 industry events, Coordinate PR efforts for Bloggers 10th birthday, ID and personally reach out to top xx Blogger users, Fix DMCA process, eliminate music blog takedowns, Set up (blogger) on Twitter, regularly participate in discussions re:Blogger product. OKR for Finance brings about strategic alignment, focused execution, employee engagement, and improved communication. Key Results: $100K revenue growth from $50k. Use these examples to help jump-start your thinking. We achieve a steadily increasing inflow (1) of high quality leads (2) for the high priority accounts to equip (3) our Sales people with the right preconditions to close their deals. OKRs (Objectives and Key Results) is a methodology for goal setting where an objective outlines the desired outcome and is supported by 3-5 quantifiable and measurable key results to achieve that outcome. If you dont know what to measure or how the framework is useless. Design OKRs can cover such matters as training and employee engagement, as well as design goals. Move faster, scale quickly, and improve efficiency. We are your partners if you lead strategy in a mid-sized organization. For these mature companies, converting company visions, missions statements and even annual plans into annual or quarterlyOKRs is a shorter process as the foundation has already be laid given developed metrics and strategies of success. Key results: Revise sales quotas for the newest 30 salespersons to reflect 8% increase. Connect with new hires and make a lasting first impression. Raise our brand awareness and brand credibility. This OKR is ok-ish, but it's missing a few elements that could make it really good. Objective: Expand market reach in Asia. Objective: Improve the returned goods experience. Automate routine tasks, mitigate compliance risks, and drive efficiencies across your organization. One of many ambitious OKR examples for Elon Musk's SpaceX would be: When drafting OKRs and setting the basic components of the Objective it is crucial to always have the actual value proposition in mind in order to create effective OKRs. However, depending on your circumstances, a qualitative achievement may represent a considerable step forward for the business. Leadership OKRs may vary depending on the size of the company. See our vetted tech & services alliances. Objective: Solidify our finances to set the stage for taking our product to the next level. Were fans of Lattice and use it at Parallax. Objective: Double the number of monthly signups. Parallax is the measurement and resource planning tool that can sit on top of OKRs helping everyone make smarter decisions that enable the company to grow. Key Results, on the other hand, should demonstrate measurable results that allow you to evaluate if a certain goal has been achieved. But if youre new to OKRs, it can be hard to know where to start, which is why we wrote this guide. Partners Find a partner or join our award-winning program. Leave payroll and taxes to the experts so you can focus on your business. If others read the objective, will it guide their focus and effort (key results)? Ikea:To create a better everyday life for the many people. KR 1: Publish more blog posts tailored for SEO on a regular basis. OBJECTIVE: Strengthen our corporate culture, OBJECTIVE: Successfully launch our new product by the end of Q2. Your next job is to make it a success. The CEO still sits at the top level, just as in the Full Alignment Model. Business leaders dont need to PSA Buyers Guide: Questions you Should Ask When Evaluating PSA Platforms Set and follow a quarterly OKR planning schedule. They think the framework sounds good in theory, but when it comes down to actually tracking the data needed to evaluate whether theyve met their key results, they dont know where to start. Read on to learn how managers and leaders can use OKRs (or objectives and key results) to create accountability, transparency, and alignment within their organizations. Harriet Chan says, "When working with OKRs, the ability to measure value is critical. Therefore, its not necessary to pigeonhole the company vision statement in order to make it sound appealing to everyone else. Don't go into "why and how" the objectives were met. To see Objectives as states or endpoints and Key Results as outcomes and not task lists is usually a good idea. Your mission statement is where you outline how your products or services will lead to accomplishing your vision. Once you know what to measure, your metrics are only useful if theyre based on accurate data. Therefore, its critically important to make sure youre setting CEO-level goals effectively. See OKR Scoring to learn more. Explore case studies, eBooks, infosheets, and webinars. Through further training opportunities and a budget for individual personal development employees are more satisfied and engaged. Increase Employee Net Promotor Score (eNPS) by 15%. Review, reimburse, and report on employee expenses in one location. When it comes to writing yours, dont reinvent the wheel and waste your strategic energy. Get a whiteboard. OKRs are now regarded as one of the best goal-setting frameworks, alongside other popular systems, like 4 Disciplines of Execution, the Entrepreneurial Operating System (EOS), and SMART Goals. Learn a lot in a little bit of time with our HR explainers. HR solutions purpose-built to help CFOs mitigate risk and control costs. Objectives and key results (OKRs) help organizations get alignment amongst teams. For leaders to begin setting company OKRs, its important to take a look back at where this whole process starts. OBJECTIVE: Launch the new product successfully. Objective: Design and develop a new product. Interview 20 industry thought leaders; Drive 1M organic traffic visitors to the blog by [date] Earn 400 PDF downloads this quarter These support you in OKR drafting with: Simply explained OKR drafting techniques, best practices and helpful OKR examples. Therefore you should strive for continuous improvement of your OKRs and not just a simple categorization of them into right and wrong. One level down, we have the Director of Product and Director of Marketing. Key results typically include hard numbers. Reduce the rate of customer-reported bugs after the launch of new app updates. Pay employees from any location and never worry about tax compliance. A popular goal-setting framework, Objectives and key results (or OKRs) are an effective method for planning and measuring success on a team level. Georgina, the . 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. Key result 3: hold phone interviews with top 100 customers. Paycors compliance solutions help ensure accurate filing and mitigate risk. Paycor delivers deep product functionality, standard integrations, and certified expertise in sales and service to meet the needs of the industries and organizations we serve. rule for Key Results. Marketing OKRs often center on increasing views, impressions, leads, or signups, and on creating new content. Paycor has the right defenses in place to protect your data. Set three to four key results per each objective. You might be wondering How does my whole vision translate into my mission statement? orWhat is the difference between my vision and mission? Your vision describes the end result of your efforts, but your mission statement details the reason for your companys existence. Quick update tools, scorecards, reports, and action plans make it effortless to manage your OKRs and hold weekly 1:1s to drive organization-wide accountability. Ultimate list of OKR examples for sales, marketing, education and training, product management, design, and more. Edina, MN 55435, We use cookies to operate this website, improve usability, personalize your experience, and improve our marketing. Plan, manage, and execute pay increases and rewards. The good news is, you have a secret weapon: managers. The Hedgehog Concept is based on an ancient Greek parable that states: The fox knows many things, but the hedgehog knows one big thing. Have recurring peer-to-peer meetings with someone you want to learn from in the company. In other words, the substance of corporate and group objectives should "trickle down" to the team-level OKRs, so that the people on the front line of effort can support the big-picture aims with realistic, tactical goals. This evidence must be verifiable and accessible. A term coined by Jim Collins in Built to Last, BHAG pushes boundaries and challenges the company. Achieve a 90% retention rate across all departments. This article explains the power of Objectives and Key Results (OKRs) for professional services companies. . 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. Improve and increase partnerships with other leading experts in our industry. . Maximize training and development with personalized content. Dramatically increase our teams capabilities, systematically and consistently. Objective: Increase personal output and efficiency. Call at +1-775-747-7407between 9am-5pm PST. It's good to be . Increase first-try sign-ups to 60%, Increase story point delivery to 69 each sprint, Decrease the time taken from idea to release by 4 weeks, Reduce average number of bugs per feature to 2, The trust rate in our team is raised by 10%, Number of messages exchanged is raised by 10%, We have no fewer than 8 in-person touch points p.p. Insights for Agency Operations, Browse Resources 4530 W 77th Street, Ste. Retain our talent like no other organization in our space. The following OKR example for managers focuses on personal development of employees in order to keep them satisfied and engaged. Matthew Zehner, Founder & CEO of The Stable, a full-service digital agency specializing in eCommerce (and a Parallax customer), recently implemented OKRs. 2023, OnStrategy, All Rights Reserved. 1. Customer service OKR examples. Objective. Objective: Reach quarterly revenue of $1 million. Its time to dream big. One highly recommended exercise for all leaders is theHedgehog Concept by Jim Collins. Develop a space for customers to share their voices and opinions on our product. Smartsheet Contributor Objective: Grow sales among art students. Its important to strike the right balance. Its important for employees to understand what is driving the company. Find answers, learn best practices, or ask a question. Moreover, Objectives and Key Results are a great reflection mechanism to understand how well you know your own business. The best goals combine broad company vision with specific, measure results. Stay ahead of recruiting and hiring regulations. While the OKR framework is simple, actually implementing and writing your objectives and key results can be tricky. Objective: Raise professional artist awareness of the new masking product. Creating OKRs in departmental silos without cross-collaboration. Deliver project consistency and visibility at scale. How to survive a recession with Outcome Management: Radical focus on priorities Avoid outcome waste Course-correct quickly Read more here! Objective: Assist directors with new business collateral. Key Results are the Hows an objective will be achieved. Parallax was built to enable visibility, alignment, and accountability across the business. It inspired creative thinking and got people excited about the future. Matthew Zehner, Founder & CEO of The Stable. OKRs are time-boxed and run for a predetermined amount of time. See how you can align global teams, build and scale business-driven solutions, and enable IT to manage risk and maintain compliance on the platform for dynamic work.