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HR OKR Examples
Human Resources OKRs have a huge impact on a business. These OKRs are how you share your biggest HR priorities and make a public commitment to an outcome.
Here you will find some examples of typical HR OKRs. Remember that OKRs were NOT created for ‘Business As Usual’ Goals, projects you are going to undertake, or really long-term goals.
Easy To Understand HR OKR Examples
Before you look at these HR OKR examples – ask yourself a couple of questions. Name your top
3 HR priorities right now as these will make great objectives.
Would they be around Culture, Wellbeing, Recruitment, Retention for example?
If you were then forced to prioritise them with the top of the list being the priorities that would have a
material impact on the business right now, what would the sequence look like? These are candidates for your
upcoming quarters HR Objectives.
How would you then measure the success? Which metrics 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
to really focus and think hard about how to achieve the objectives?
Would your priorities support your company priorities?
3 HR priorities right now as these will make great objectives.
Would they be around Culture, Wellbeing, Recruitment, Retention for example?
If you were then forced to prioritise them with the top of the list being the priorities that would have a
material impact on the business right now, what would the sequence look like? These are candidates for your
upcoming quarters HR Objectives.
How would you then measure the success? Which metrics 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
to really focus and think hard about how to achieve the objectives?
Would your priorities support your company priorities?
WARNING
Most OKR Examples on the internet look like and read like task lists. This is really frustrating!
These are not great example of OKRs. OKRs are not meant to be your project / tasks lists in an OKR format.
You’ve got tools for managing tasks. OKRs are also not meant to be all of your KPIs in Key Result form.
There are tools for that as well.
These are not great example of OKRs. OKRs are not meant to be your project / tasks lists in an OKR format.
You’ve got tools for managing tasks. OKRs are also not meant to be all of your KPIs in Key Result form.
There are tools for that as well.
Priority Problem / Opportunity
The last employee survey had only 57% of people reported as ‘Very Happy’ and we need to increase that. Related to this we really need to get people to stay longer.
OBJECTIVE - Happy people work here
KEY RESULT 1 – 90% of Employees are Very Happy
KEY RESULT 2 – Average Length of Employment to increase to 1 Year
Priority Problem / Opportunity
Remote working has meant we’re having too many video calls, work / life balance has been lost and people have not feeling connected – ZOKRI is the answer by the way!
OBJECTIVE - Do more work during work
KEY RESULT 1 – Reduce the average time spent in meetings to 10 from 15
KEY RESULT 2 – Achieve a post meeting ROTI score of over 4
Priority Problem / Opportunity
We are committed to OKRs but our culture needs work. People are not comfortable with stretch goals and issues and problems are hidden not shared too often. We need to make it safer to set hard goal, safer to fail, and easier to share problems.
OBJECTIVE - Align our culture with OKR thinking
KEY RESULT 1 – Research and baseline our current goal setting culture (NOTE ZOKRI can help)
KEY RESULT 2 – Communicate our desired goal setting culture to 100% of employees
Priority Problem / Opportunity
Hiring is becoming more expensive, we’re not seeing enough good quality candidates so we’re not making enough offers either.
OBJECTIVE - Hiring is getting easier and cheaper
KEY RESULT 1 – Reduce the Cost Per Hire to $5K this Quarter from $25K
KEY RESULT 2 – Increase % of Hires Referred to 50% this Quarter from ZERO
KEY RESULT 3 – Reduce the Average Time to Fill Job Vacancies to 25 Days from 50 Days
KEY RESULT 4 – Increase the Candidates Interviewed Per Hire to 4 from 2
KEY RESULT 5 – Increase our Job Offer Acceptance Rate % to 80%
ADVICE
If you’re in Human Resources then you are one of the teams that needs to be leading by example.
Your Objectives and Key Results need to be great. The chances are that some of your OKRs may not be designed to be
transparent and need to be confidential. The others can be and act as inspiration and tell everyone that topics like
culture, wellbeing, and personal development matter and they are part of your goals and they align with that the
company also wants to achieve.
So here are our top 5 tips for creating great HR OKRs:
Have conversations with department heads and a good sample of the people they manage to find out what they
think your priorities should be – hopefully you’re aligned
Check with your executive colleagues and check that these priorities align with theirs
Lead by example and show that it’s safe to be ambitious
Embed metrics that matter inside your Key Results
Share your plans or Initiatives that will help you achieve these goals and ask for inputs
as well – everyone wants you to succeed
Your Objectives and Key Results need to be great. The chances are that some of your OKRs may not be designed to be
transparent and need to be confidential. The others can be and act as inspiration and tell everyone that topics like
culture, wellbeing, and personal development matter and they are part of your goals and they align with that the
company also wants to achieve.
So here are our top 5 tips for creating great HR OKRs:
Have conversations with department heads and a good sample of the people they manage to find out what they
think your priorities should be – hopefully you’re aligned
Check with your executive colleagues and check that these priorities align with theirs
Lead by example and show that it’s safe to be ambitious
Embed metrics that matter inside your Key Results
Share your plans or Initiatives that will help you achieve these goals and ask for inputs
as well – everyone wants you to succeed
Writing Your Own HR 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.
Ready To Give Everyone Purpose & Goal Clarity?
Connect Everyone's Efforts With Game Changing Outcomes
Resources to support the creation of
Performance Culture
A podcast exploring the science behind workplace performance with real world examples.
