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Company OKR Examples
Your Company OKRs are top of the OKR hierarchy. They are often Annual or Quarterly and are an extension of your strategy – the two or three battlegrounds you’ve decided are must-wins.
Like with strategy they are statements of what you’re going to focus on at the expense of other potential areas of focus. Company OKRs provide direction to other teams and are what other teams align their OKRs around.
Easy To Understand Company OKR Examples
We want to take you through some of the steps and processes leaders can go through to shape OKRs that will allow divisions,
departments and teams to align with you. But before we start, you might want to answer this question.
What are your Strategic Pillars/Strategy?
Here’s an example of a narrative that might be true of many companies and how it has helped shape strategy.
departments and teams to align with you. But before we start, you might want to answer this question.
What are your Strategic Pillars/Strategy?
Here’s an example of a narrative that might be true of many companies and how it has helped shape strategy.
""COVID 19 hit us hard and it turns out we're not as resilient as we'd like. So we need to look at who we sell to, what we sell, our supply-chain efficiency and margins, and how we recruit and manage our employees to ensure we've a highly engaged workforce - wherever they are based.""
In this example the Strategic Pillars might be: Resilient Growth, Operational Efficiency, Employee Wellbeing.
Creating your Strategic Pillars is a good starting point for creating Company and Leadership team OKRs.
Creating your Strategic Pillars is a good starting point for creating Company and Leadership team OKRs.
Before We Get To The Company OKR Examples
Here is an exercise to help you create leadership OKRs. List your biggest business challenges
and opportunities. Perhaps with post-it notes on a wall.
Prioritise them – with the top of the list being the priorities that would have a material impact
on the business right now.
What does the sequence look like?
These are candidates for your upcoming Annual or Quarterly Company Objectives.
How would you then measure the success?
Which Metrics (KPIs) would be improved by working on these Objectives? The answers will help you create Key
Results.
What would be a stretch target that would force you and your teams to really focus and think hard
about how to achieve the objectives?
Now invite your leadership teams to align with these priorities?
Here are some examples of Company OKRs to get you going and help shape your thinking.
Priority Problem / Opportunity
70% of our customer base were hit hard by COVID and reduced their spend dramatically. This highlighted our vulnerability in some market segments.
OBJECTIVE - Bomb proof customer growth
KEY RESULT 1 – Achieve 2021 Revenue of over $50m
KEY RESULT 2 – Get 80% of new revenues to come from resilient market segments
Priority Problem / Opportunity
We want to be as lean and efficient as possible and ensure we’re partnering with the best suppliers on the right terms.
OBJECTIVE - Supply chain efficiency increases our margins
KEY RESULT 1 – 100% of our supply chain has been audited and optimised
KEY RESULT 2 – Our Margins have improved by 20%
Priority Problem / Opportunity
We need to ensures employees are thriving wherever they are working. This means they are not only productive, they are happy and well.
OBJECTIVE - Productive, happy, flexible talent
KEY RESULT 1 – Everyone has complete clarity on goals roles and how they are contributing
KEY RESULT 2 – Employee NPS is over 8
KEY RESULT 3 – Our values behaviours are understood and are being practiced
An Example Of An Aligned OKR
OKRs like these are an invite to all management teams to shape their priorities. They might align to the whole OKR
or just one specific Key Result, but you will enjoy the conversations that take place as they decide how their OKRs,
project and tasks (Initiatives) can align with these. It’s these conversations along with a public
commitment to hard to achieve outcomes that is the rocket fuel of OKRs.
or just one specific Key Result, but you will enjoy the conversations that take place as they decide how their OKRs,
project and tasks (Initiatives) can align with these. It’s these conversations along with a public
commitment to hard to achieve outcomes that is the rocket fuel of OKRs.
Conversations Have Started
What seems hard sparks analysis and conversations within and across departments as they start to align their priorities and OKRs. Sales has proposed:
OBJECTIVE - Grow sales from online retailers
KEY RESULT 1 – Increase Online Retailer Qualified Leads from 15 to 75 a week
KEY RESULT 2 – Achieve an average order value of $75K
KEY RESULT 3 – Keep the sales cycle to under 45 days
Writing Your Own Company OKRs
You’ve read the examples above – are you ready to start writing your own Objectives and Key Results?
If the answer is yes, we have something special for you. OKR experts and coaches have helped us build a tried
and tested OKR Canvas Template, tutorial and video for you and your teams to follow.
It’s time to develop on the goals that really matter the most.
If the answer is yes, we have something special for you. OKR experts and coaches have helped us build a tried
and tested OKR Canvas Template, tutorial and video for you and your teams to follow.
It’s time to develop on the goals that really matter the most.
An OKR Book That Will Teach You To
THRIVE
How To Plan & Use OKRs Correctly To Improve Business Performance
Learn how to join Google, Microsoft, Facebook, Spotify and hundreds of thousands of others in using OKRs to set-goals.
Learn the right way and help your company, your teams and your employees thrive in 2021.
The book includes OKR examples, mistakes to avoid and how to plan to roll-out OKRs. With advice from some of the world’s best OKR coaches included.
The final advice we’d like to share when thinking about Company OKRs is that you also need to commit to OKRs and the working practices that help them embed. Processes like check-ins where you share problems. You need to lead be example, then everyone else is more likely to follow your lead and commit as well. This means your company OKRs have a better chance of being delivered, and you will have helped increase your employee engagement levels and agility.
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