The strategy for implementing OKRs (Objectives and Key Results) in Human Resources is divided into three main approaches. The first strategy focuses on aligning OKRs with company goals by identifying company-wide objectives, collaborating with other departments, and defining SMART objectives for HR. For example, HR might align their objectives to improve employee retention with the company’s goal to enhance employee satisfaction.
The second strategy is to train and engage HR staff. This involves providing training sessions, developing a guide on OKRs, and using real-world examples. HR can establish a mentorship program and create an OKR implementation team for support, aiming to ensure everyone understands how their OKRs align with broader team goals.
The third strategy highlights monitoring and evaluating performance. This includes setting up regular check-ins, using dashboards to track progress, and holding monthly meetings to discuss OKR statuses. By doing this, HR can provide constructive feedback, celebrate achievements, and prepare reports summarizing outcomes and learnings to keep the team informed and motivated.
The strategies
⛳️ Strategy 1: Align OKRs with company goals
- Identify company-wide objectives for the upcoming quarter or year
- Collaborate with other departments to ensure HR's objectives support the overall company goals
- Set up a meeting with HR team members to explain the importance of aligning OKRs with company goals
- Define specific, measurable, achievable, relevant, and time-bound (SMART) objectives for HR
- Create key results that will measure the achievement of these objectives
- Assign ownership of each key result to a specific team member
- Regularly review the alignment between HR OKRs and company goals
- Adjust HR OKRs as needed based on feedback and changes in company strategy
- Communicate the aligned OKRs to all HR team members
- Organise a quarterly review to assess progress and re-align as necessary
⛳️ Strategy 2: Train and engage HR staff
- Provide OKR training sessions for all HR team members
- Develop a clear guide or handbook on how OKRs work
- Use real-world examples to illustrate effective OKRs
- Set up a Q&A session to address any concerns or questions
- Establish a mentorship programme where experienced staff can help new team members
- Encourage open feedback and suggestions on the OKR process
- Recognise and reward staff who effectively implement and achieve their OKRs
- Create an OKR implementation team within HR for ongoing support
- Ensure that all HR staff understand how their individual OKRs align with team goals
- Regularly check in with HR staff to gauge engagement and understanding
⛳️ Strategy 3: Monitor and evaluate performance
- Set up a system for regular check-ins on OKR progress
- Use a dashboard or software to track OKR progress visually
- Schedule monthly or bi-weekly meetings to discuss OKR status
- Collect and analyse data related to each key result
- Provide constructive feedback during check-ins
- Adjust key results or objectives as necessary based on performance data
- Encourage self-assessment and team reflection sessions
- Celebrate milestones and achievements along the way
- Identify any obstacles or challenges faced and develop action plans to address them
- Prepare an end-of-quarter report to summarise outcomes and learnings
Bringing accountability to your strategy
It's one thing to have a plan, it's another to stick to it. We hope that the examples above will help you get started with your own strategy, but we also know that it's easy to get lost in the day-to-day effort.
That's why we built Tability: to help you track your progress, keep your team aligned, and make sure you're always moving in the right direction.
Give it a try and see how it can help you bring accountability to your strategy.
