Quarterly OKRs for the company

Objective:

• Increase product adoption across the country.

Key Result:

1. Increase the number of users from 2500 to 5000.
2. Take control of the market with 5000 engaged users.
3. Launch the 2.0 version of the product by the end of the second quarter.

Team objectives play a crucial role in aligning individual efforts with broader company goals. By setting clear goals with measurable results, teams can make real progress while staying flexible and accountable.

In the following section, we illustrate how effective team objectives can be structured with real-world examples.

Examples of team-specific OKRs

Here's a look at some examples to show how OKRs are implemented in an enterprise to improve overall employee performance at all levels. These examples are team-specific and show how to keep the team focused and aligned to be more productive. For instance, a well-crafted OKR for the sales team would include visibility across sales, marketing, and customer service as they are interlinked and play a significant role in the business's success.

Setting these OKRs on a digital platform helps create an efficient workflow focused on lead progression and conversion. OKRs must be specific, time-bound, and preferably set for each quarter. A simple template for an OKR would look like this:

I will __________ (objective), which is measured by __________ (key results). Using this template, each department in the enterprise can develop its OKRs to achieve the desired outcomes. For instance:

Here are a few examples based on function or department. Note that the objectives are clearly defined, have a time frame, and are set each quarter. Similarly, the key results are measurable and can be verified through the transparency and visibility inherent in OKR software.

Examples of OKRs for the Sales team per quarter:

Objective:

• Increase customer base in three months

Key Result:

1. Increase the number of paying customers from 2,000 to 5,000.
2. Increase the lead conversion rate from 5% to 10%
3. Increase outbound leads from 10 to 150.

Objective:

• Build a top-notch sales team.

Key Result:

1. Increase the number of certified sales representatives from 45% to 85%.
2. Conduct four hours of one-on-one coaching for each sales representative.
3. Develop customized coaching programs.

Objective:

• Grow sales through a channel partner.

Key Result:

1. Sign up 25 new channel partners from the Eastern and Western regions.
2. Launch the new channel partner portal and increase partner use by 50%.
3. Deliver a better channel partner onboarding process to show an improvement of 25%.

Objective:

• Improve the sales pipeline

Key Result:

1. Increase the number of monthly active prospects in the pipeline to 15,000.
2. Decrease the number of lost leads by 20%.
3. Add 30 leads to the pipeline every day.

Examples of OKRs for the Marketing team per quarter:

Objective:

• Improve the website and increase growth conversions.

Key Result:

1. Increase the number of visitors to the website by 10% every month.
2. Increase the number of conversions on the landing page by 12% in Q2.
3. Increase the time visitors spend on site by 2% every month.

Objective:

• Increase brand awareness.

Key Result:

1. Add 30 media calls or meetings by the end of Q1.
2. Engage in 10 calls or meetings with industry influencers.
3. Secure two spots to speak at the annual industry conference.

Objective:

• Improve the existing web page quality.

Key Result:

1. Add a minimum of five target keywords for 15 webpages.
2. Add custom-designed graphics for 15 web pages to replace existing images.

Objective:

• Attract new visitors through weekly newsletters.

Key Result:

1. Create a content strategy and the newsletter topics for the next quarter.
2. Increase the number of subscribers from 3,000 to 5,000.
3. Increase the open rate of the newsletter from 20% to 30%.

Examples of OKRs for Product Management

Objective:

• Develop a new product

Key Result:

1. Gather feedback for new features and new products from 25% of the top customers.
2. Develop a survey to identify the top five exemplary features in competitors' products.
3. Provide weekly reports on the feedback and changes incorporated for a new product, if any.

Objective:

• Identify problems in the current version of the product.

Key Result:

1. Perform QA of all features in real-time.
2. Document all issues that cause a time lag.
3. Identify areas that cause product lags of more than 40%.

Objective:

• Improve the product performance

Key Result:

1. Eliminate or fix 80% of bugs.
2. Incorporate at least two new tools to improve product performance.
3. Reduce product processing time to 40%.

Objective:

• Launch the new product successfully

Key Result:

1. Conduct 50 customer development interviews.
2. Review 20 customer requirements documents from the marketing.
3. Conduct two training sessions on the new product for the Sales & Marketing teams.

Examples of OKRs for the Engineering team

Objective:

• Improve the overall performance of the application.

Key Result:

1. Reduce the number of bugs by 15%.
2. Achieve a 40% reduction in run-time warnings.
3. Conduct two training sessions on the new product for the Sales & Marketing teams.

Objective:

• Increase release quality and deliver on schedule.

Key Result:

1. Reduce the number of bugs in the product to two or fewer.
2. Increase the coverage of unit tests from 45% to 85%.
3. Ensure the release date falls on the planned release date.

Objective:

• Increase the efficiency of the QA process.

Key Result:

1. All critical bugs to be fixed ten days before the release date.
2. Increase the test coverage from 65% to 95%.
3. Discover and fix at least two bugs every month.

Objective:

• Build top-class engineering teams.

Key Result:

1. Hire four new engineers by the end of each quarter.
2. Ensure at least 40% of the new hires come with exceptional skills.
3. Develop and document performance measurement metrics for individual contributions.

Examples of OKRs for Finance teams

Objective:

• Improve your annual budgeting process.

Key Result:

1. Train at least five department heads on the new process.
2. Review departments' budget proposals before the middle of the third quarter.
3. Receive sign off from all department heads on the final budget.

Objective:

• Pass the external audit successfully.

Key Result:

1. Reduce the number of audit findings to less than five.
2. File every customer and vendor contract in assigned Dropbox repositories.
3. Audit time is reduced from 8 weeks to 6 weeks.

Objective:

• Create a financial strategy for the next three years.

Key Result:

1. Finalize the budget by Q4 for the next financial year.
2. Raise Rs _________(amount of money) as seed funding by the end of the financial year.

Objective:

• Reduce your Tax liability.

Key Result:

1. Increase the tax-advantaged investment from 80% to 100%.
2. Reduce your current liabilities from 450% to 20% by the fourth quarter.
3. Decrease the depreciation cost from 45% to 60%.

Examples of OKRs for the compliance team

Objective:

• Improve the testing process.

Key Result:

1. Test-driven development (TDD) should be implemented in two new development teams.
2. Increase the unit test coverage to 80% of the code.
3. Increase the time spent on code reviews by 15 minutes each day.

Objective:

• Increase the efficiency of the QA process.

Key Result:

1. Measure compliance for every sprint.
2. Reduce bug leakage to less than 1% in production.
3. Get fewer than three bugs reported by end users for every release.

Objective:

• Reduce the testing time of new features.

Key Result:

1. Automate 80% of regression tests.
2. Run regression tests parallelly to reduce execution time to 0.5 hours.
3. Maintain logs of automated tests to be implemented before the start of a new project.

Objective:

• Improve the quality of your product releases.

Key Result:

1. Reduce the number of bugs reported after the release from 25 to 5.
2. Increase the coverage of unit tests from 40% to 60%.
3. Increase individual tester contributions to product testing from one to four people before release.

Examples of OKRs for the HR department

Objective:

• Create a strong recruiting system.

Key Result:

1. Reduce the average lead time for vacant positions from 45 to 30 days.
2. Increase the percentage of accepted offers from 85% to 95%.
3. Increase the percentage of closed positions from referrals from 12% to 20%.

Objective:

• Enhance the onboarding process.

Key Result:

1. Perform ten reviews to identify issues with the existing onboarding process.
2. Increase the pass rate for new hires from 80% to 90%.
3. Achieve a 95% satisfaction rate in the onboarding process.

Objective:

• Improve the enterprise culture through effective communication.

Key Result:

1. Initiate a two-way closed-loop feedback process and get at least 60 feedback entries.
2. Achieve a weekly employee satisfaction/pulse score of 5 or higher.
3. C-Suite to launch a monthly all-hands open Q&A forum.

Objective:

• Implement first-quarter OKRs enterprise-wide

Key Result:

1. Team leaders receive OKR guidance and training.
2. Each team lead holds 12 weekly one-on-one check-in meetings.
3. Each team communicates two lessons learned about using OKRs to the organization.

OKRs for the Sales Manager

Objective:

• Drive growth in Q4 to increase the revenue from product subscriptions

Key Result:

1. Increase demo bookings from 15 to 40 per weekly.
2. Increase the conversion rates by 25%
3. Generate $2 million through the enterprise sales pipeline.

OKRs for an Office Manager

Objective:

• Achieve a 9/10 rating on employee experience surveys.

Key Result:

1. Achieve a rating of 9/10 in an employee survey at the head office.
2. Achieve a rating of 9/10 in the employee experience survey in three branch offices.
3. Determine employee satisfaction benchmarks across the organization.

OKRs for the HR Manager

Objective:

• Achieve a 9/ 10 rating on the diversity and inclusion score across the enterprise.

Key Result:

1. Identify two diversity and inclusion metrics that are aligned with the company.
2. Send surveys with questions related to diversity and inclusion every month.
3. Each month, collect and compile baseline data.

While individual OKRs may not apply to all teams in a company, it is worth considering them as a practical approach to ensure accountability and collaboration. Moreover, OKRs are best written as a collaborative effort instead of the employer creating arbitrary OKRs and handing them down to the teams. It is vital to ensure the employees work together and grow as individuals and as a company.