Included on this page, you’ll find information on “trickle down” OKR goal setting, sample company-wide OKRs, and sample OKR goals by department, including for finance, HR, and marketing. Objective: Improve the user onboarding process. Using OKR examples. Objective: Gain 15 percent more conversions from new e-book. To help set effective executive-level goals, here are some OKR examples for CEOs you can refer to. OBJECTIVE: Create a community for our partners/resellers (MQLs). Objective: Produce widely read and quoted original content. Objective: Raise professional artist awareness of the new masking product. As CEO of the company, you could set 2 objectives: See how these two objectives answer the following question: To define Key Results, you need to answer the following question: Simply answering: By checking out how many new stores I’ve opened, or analyzing the numbers from financial indicators, means absolutely nothing! Thus, the Key Results of one, become the goal of the immediately lower level. Some say that it was so successful that the company started to grow dizzyingly from this period. Technology OKRs can cover the gamut from improving product speed and development speed to creating case study content and conducting user tests. Good, well constructed OKRs increase performance. OKRs are more than wishes. The following OKR for a law office describes goals to help promote and build the business. Your email address will not be published. "Some folks will muck it up by having four or five or six objectives, which means they decrease their capacity to focus," says Darrel Whiteley, a Master Black Belt, Lean Master, and Kaizen expert with Firefly Consulting. HR Compliance Team OKRs. Objective: Increase understanding of consumer behavior. Objective: Create a partners and resellers site. This OKR example at Google is just one of many success stories. Objective: Improve fourth- to sixth-grade math scores. Objective: Grow sales among art students. OKR Examples How-to Guide to Writing Good OKRs with Example Objectives and Key Results. Objective: Create a monumental launch for the new product. In an OKR implementation, the objective is qualitative and answers the question of what is to be accomplished. Some say that it was so successful that the company started to grow dizzyingly from this period. OBJECTIVE: Grow our corporate global business, 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, OBJECTIVE: Build a great corporate culture (delight our employees), 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, OBJECTIVE: Launch the new product successfully in Q1, Win a “Best Product of the Year” award at the industry conference, OBJECTIVE: Generate more Marketing Qualified Leads (MQLs), Generate Net-New Unique leads via Account-Based Marketing, OBJECTIVE: Optimize our customer acquisition, 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, OBJECTIVE: Implement Account Based Marketing (ABM), 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, OBJECTIVE: Improve Our Website and Grow Conversions, Improve conversions on Landing Pages by 10% in Q2, Get 10 new inbound links from relevant websites, Improve our internal on-page optimization. Defining objectives and key results is the first step to achieving your goals and growing your business. 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. Get up and running fast with streamlined implementation and solution building to address your immediate business needs. Objective: Gain real-time insight into business IT operations. Objective: Increase the popularity of company product (yogurt). Objective: Update marketing process to reflect the revamped product offering. Objective: Complete employee reviews efficiently and on time. If you aren't sure where to start with writing your OKRs, take a look at our OKR examples including company-wide examples, OKR examples for executives, and OKRs for specific departments in your organization. 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. Objective: Design and develop a new product. OKR stands for Objectives and Key Results. The following comprehensive list provides OKR goal-setting examples that you can use or adapt to your team or department. Objective: Review the sales analytics process. How to write good OKRs? But I think it's critically important to go with a reasonable number — like, three objectives and no more than four or five KRs for each of those objectives.". OKRs at the corporate level should trickle down through each level of the organization. Objective: Attain highest-ever employee satisfaction score. All Rights Reserved Smartsheet Inc. Goal-Setting OKR Example for an Entire Company, Example OKRs for Technology/Engineering/R&D, Example OKRs for Top Management/Leadership, Improve OKR Tracking with Real-Time Work Management in Smartsheet. Marketing OKRs often center on increasing views, impressions, leads, or signups, and on creating new content. Objective: Speed up development time in Q2. Jump-start new projects and processes with our pre-built sets of templates, add-ons, and services. Objective: Reduce operations costs by 20 percent. Objective: Identify pain points in the drawing wizard. They will help you write better OKRs and spot a bad one. If you're interested in learning more about the difference between OKRs and SMART goals, read this article comparing the difference between the two. 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. 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From this period fundamentally changing the way businesses and teams work indefinitely to the lowest level, making much.