Get Tability: OKRs that don't suck | Learn more →

8 OKR examples for Employee Development Specialist

Turn your spreadsheets into OKR dashboards with Tability

Tability is a cheatcode for goal-driven teams. Set perfect OKRs with AI, stay focused on the work that matters.

What are Employee Development Specialist OKRs?

The Objective and Key Results (OKR) framework is a simple goal-setting methodology that was introduced at Intel by Andy Grove in the 70s. It became popular after John Doerr introduced it to Google in the 90s, and it's now used by teams of all sizes to set and track ambitious goals at scale.

Writing good OKRs can be hard, especially if it's your first time doing it. You'll need to center the focus of your plans around outcomes instead of projects.

We understand that setting OKRs can be challenging, so we have prepared a set of examples tailored for Employee Development Specialist. Take a peek at the templates below to find inspiration and kickstart your goal-setting process.

If you want to learn more about the framework, you can read our OKR guide online.

The best tools for writing perfect Employee Development Specialist OKRs

Here are 2 tools that can help you draft your OKRs in no time.

Tability AI: to generate OKRs based on a prompt

Tability AI allows you to describe your goals in a prompt, and generate a fully editable OKR template in seconds.

Watch the video below to see it in action 👇

Tability Feedback: to improve existing OKRs

You can use Tability's AI feedback to improve your OKRs if you already have existing goals.

AI feedback for OKRs in Tability

Tability will scan your OKRs and offer different suggestions to improve them. This can range from a small rewrite of a statement to make it clearer to a complete rewrite of the entire OKR.

Employee Development Specialist OKRs examples

You will find in the next section many different Employee Development Specialist Objectives and Key Results. We've included strategic initiatives in our templates to give you a better idea of the different between the key results (how we measure progress), and the initiatives (what we do to achieve the results).

Hope you'll find this helpful!

OKRs to improve employee development and training programs

  • ObjectiveEnhance employee skillset and productivity
  • KRImplement personalized development plans for each employee
  • KRGenerate a 15% increase in overall productivity after training
  • KRAchieve a 90% employee satisfaction rate for training and development
  • KRIncrease participation rate in training sessions by 20%

OKRs to establish comprehensive food safety training across the company

  • ObjectiveEstablish comprehensive food safety training across the company
  • KRAchieve an average post-training test score of 85% across all departments
  • TaskEstablish post-training mini-tests to measure understanding
  • TaskDevelop comprehensive, detailed training materials for all departments
  • TaskImplement regular training sessions throughout all departments
  • KRDevelop interactive food safety training curriculum by consulting 3+ industry experts
  • TaskDraft interactive curriculum based on expert feedback
  • TaskReview current food safety training material
  • TaskIdentify and reach out to 3+ industry experts for consultation
  • KREnsure 100% of company staff completes the training within the quarter
  • TaskImplement a mandatory policy for staff training completion
  • TaskRemind staff weekly about required training
  • TaskRegularly monitor and update training progress

OKRs to boost training effectiveness for improved profitability

  • ObjectiveBoost training effectiveness for improved profitability
  • KRIncrease revenue per employee by 15% following completed training
  • TaskContinually adjust training based on performance metrics feedback
  • TaskImplement comprehensive and effective training programs for all employees
  • TaskTrack and evaluate employees' productivity post-training
  • KRImprove post-training efficiency by 30% in daily tasks
  • TaskImplement improved training methods focused on job-specific tasks
  • TaskConsistently track progress and provide feedback on improvements
  • TaskIdentify areas of inefficiency in daily tasks post-training
  • KRIncrease training completion rate by 20%
  • TaskInitiate incentives for timely training completion
  • TaskProvide structured support and resources for trainees
  • TaskImplement engaging, interactive elements in training modules

OKRs to become a top-performing, talent-nurturing enterprise

  • ObjectiveBecome a top-performing, talent-nurturing enterprise
  • KRReduce turnover rate by 15% through enhanced job satisfaction initiatives
  • TaskInitiate regular staff recognition and reward programs
  • TaskEstablish flexible work schedules for better work-life balance
  • TaskImplement professional development programs for skill enhancement
  • KRImplement a talent development program yielding 25% employee progression in skill sets
  • TaskConduct a needs assessment to identify skill gaps in current employees
  • TaskMonitor, track, and report on employee skill progression
  • TaskDevelop a comprehensive talent development program targeting those gaps
  • KRIncrease employee engagement scores by 30% through improved internal communication platforms
  • TaskEstablish a comprehensive internal newsletter for company updates
  • TaskArrange monthly online interactive team-building activities
  • TaskImplement advanced communication tools like Slack or Microsoft Teams

OKRs to establish an efficient 30-day onboarding program for new hires

  • ObjectiveEstablish an efficient 30-day onboarding program for new hires
  • KRSuccessfully onboard 90% of new hires within the stipulated 30-day time frame
  • TaskDevelop an efficient, comprehensive onboarding process
  • TaskMonitor progress and address queries promptly
  • TaskAssign mentors to guide new hires
  • KRDevelop comprehensive training material covering all job roles by week 4
  • TaskComplete drafting of all training material by week 3
  • TaskDesign outline for individual role-specific training materials
  • TaskIdentify all job roles and requirements within the organization
  • KRAchieve above 85% new hire satisfaction rate post onboarding program completion
  • TaskUse feedback to continuously improve the onboarding process
  • TaskSurvey new hires after program completion regularly
  • TaskImplement a comprehensive, engaging onboarding program

OKRs to foster a continuous learning and growth culture in our team

  • ObjectiveFoster a continuous learning and growth culture in our team
  • KRIncrease annual employee promotion rate by 25% through personal development plans
  • TaskDevelop individual growth plans for each employee
  • TaskInvolve employees in decision-making processes
  • TaskImplement regular skills development training
  • KRImplement monthly training sessions to increase team's skillset by 20%
  • TaskIdentify needed skills and relevant training programs
  • TaskMonitor and measure skill improvements post-training
  • TaskSchedule regular training sessions for team
  • KRIntroduce an e-learning platform and ensure 80% of the team are active users
  • TaskSelect an e-learning platform that reflects team's needs and preferences
  • TaskContinuously monitor and incentivize platform usage to reach 80% target
  • TaskImplement training sessions to familiarize the team with the platform

OKRs to improve employee engagement in OKR setting process

  • ObjectiveImprove employee engagement in OKR setting process
  • KRConduct at least 2 interactive workshops on OKR understanding and significance
  • TaskIdentify suitable speakers/experts for OKR workshops
  • TaskDevelop workshop content based on OKR principles
  • TaskPlan and schedule two interactive OKR workshops
  • KRSurvey employees to improve OKR process, aiming for 20% more positive feedback
  • TaskDistribute the survey to all employees via email
  • TaskAnalyze responses and implement changes based on feedback
  • TaskDesign an anonymous survey focused on OKR process improvement
  • KRIncrease employee participation in OKR setting by 30% through incentivizing contribution
  • TaskImplement an incentive program for employees contributing to OKR setting
  • TaskIncrease communication about the significance of employees' role in OKR setting
  • TaskProvide training sessions on the benefits of OKR participation

OKRs to enhance skill set of existing workforce to address talent scarcity

  • ObjectiveEnhance skill set of existing workforce to address talent scarcity
  • KRAchieve 80% successful completion rate for upskilling initiatives
  • TaskImplement engaging, efficient upskilling programs
  • TaskIdentify essential skills needed for optimum job performance
  • TaskMonitor progress and provide encouragement and resources
  • KRIncrease enrollments in training programs by 75%
  • TaskImplement aggressive marketing campaigns targeting potential trainees
  • TaskEnhance program structure to make it more attractive
  • TaskProvide special discounts or offers for new enrollees
  • KRImprove post-training productivity metrics by 30%
  • TaskDevelop personalized post-training productivity goals for each employee
  • TaskImplement regular check-ins for progress monitoring and feedback
  • TaskDesign refresher courses to reinforce training materials

Employee Development Specialist OKR best practices

Generally speaking, your objectives should be ambitious yet achievable, and your key results should be measurable and time-bound (using the SMART framework can be helpful). It is also recommended to list strategic initiatives under your key results, as it'll help you avoid the common mistake of listing projects in your KRs.

Here are a couple of best practices extracted from our OKR implementation guide 👇

Tip #1: Limit the number of key results

The #1 role of OKRs is to help you and your team focus on what really matters. Business-as-usual activities will still be happening, but you do not need to track your entire roadmap in the OKRs.

We recommend having 3-4 objectives, and 3-4 key results per objective. A platform like Tability can run audits on your data to help you identify the plans that have too many goals.

Tip #2: Commit to weekly OKR check-ins

Don't fall into the set-and-forget trap. It is important to adopt a weekly check-in process to get the full value of your OKRs and make your strategy agile – otherwise this is nothing more than a reporting exercise.

Being able to see trends for your key results will also keep yourself honest.

Tip #3: No more than 2 yellow statuses in a row

Yes, this is another tip for goal-tracking instead of goal-setting (but you'll get plenty of OKR examples above). But, once you have your goals defined, it will be your ability to keep the right sense of urgency that will make the difference.

As a rule of thumb, it's best to avoid having more than 2 yellow/at risk statuses in a row.

Make a call on the 3rd update. You should be either back on track, or off track. This sounds harsh but it's the best way to signal risks early enough to fix things.

Save hours with automated OKR dashboards

AI feedback for OKRs in Tability

The rules of OKRs are simple. Quarterly OKRs should be tracked weekly, and yearly OKRs should be tracked monthly. Reviewing progress periodically has several advantages:

Most teams should start with a spreadsheet if they're using OKRs for the first time. Then, you can move to Tability to save time with automated OKR dashboards, data connectors, and actionable insights.

How to get Tability dashboards:

That's it! Tability will instantly get access to 10+ dashboards to monitor progress, visualise trends, and identify risks early.

More Employee Development Specialist OKR templates

We have more templates to help you draft your team goals and OKRs.

Table of contents