Tability is a cheatcode for goal-driven teams. Set perfect OKRs with AI, stay focused on the work that matters.
What are Employee Skills Development 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 Skills Development. 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 Skills Development 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.
- 1. Create a Tability account
- 2. Click on the Generate goals using AI
- 3. Describe your goals in a prompt
- 4. Get your fully editable OKR template
- 5. Publish to start tracking progress and get automated OKR dashboards
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.
- 1. Create your Tability account
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on Generate analysis
- 4. Review the suggestions and decide to accept or dismiss them
- 5. Publish to start tracking progress and get automated OKR dashboards
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 Skills Development OKRs examples
We've added many examples of Employee Skills Development Objectives and Key Results, but we did not stop there. Understanding the difference between OKRs and projects is important, so we also added examples of strategic initiatives that relate to the OKRs.
Hope you'll find this helpful!
OKRs to boost employee skills development by 20% with minimal budget
ObjectiveBoost employee skills development by 20% with minimal budget
KRAchieve 85% employee completion of online, self-guided courses
Implement regular email reminders for course completion- Establish incentives for employees who complete courses
- Develop engaging, relevant content for online courses
- KRImplement cost-effective, peer-led training programs for 75% of employees
- Select a diverse group of employees to undergo leadership training
- Assess current training programs and identify areas for peer-led instruction
- Develop and launch peer-led training sessions for selected employees
- KRIncrease internal mentorship partnerships by 30% to promote skills transfer
- Implement a promotional campaign for mentorship program
- Establish incentives for participating in mentorship
- Identify potential skilled mentors within the organization
OKRs to enhance managerial skills and leadership qualities
- ObjectiveEnhance managerial skills and leadership qualities
- KRComplete 2 relevant professional development courses
- Finish and submit all assignments or tests for course completion
- Enroll and actively participate in the selected courses
- Identify 2 professional development courses relevant to your role
- KRReceive positive feedback from 75% of team members
- Actively address issues and concerns raised by the team
- Implement a system for collecting team members' feedback
- Conduct regular team meetings to discuss improvements and goals
- KRImprove team productivity by 20%
- Encourage continuous training and skill development
- Simplify workflow processes to reduce inefficiencies
- Implement regular team building exercises to boost morale
Employee Skills Development 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
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:
- It brings the goals back to the top of the mind
- It will highlight poorly set OKRs
- It will surface execution risks
- It improves transparency and accountability
We recommend using a spreadsheet for your first OKRs cycle. You'll need to get familiar with the scoring and tracking first. Then, you can scale your OKRs process by using Tability to save time with automated OKR dashboards, data connectors, and actionable insights.
How to get Tability dashboards:
- 1. Create a Tability account
- 2. Use the importers to add your OKRs (works with any spreadsheet or doc)
- 3. Publish your OKR plan
That's it! Tability will instantly get access to 10+ dashboards to monitor progress, visualise trends, and identify risks early.
More Employee Skills Development OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to expand brand awareness through social media marketing and influencer collaborations
- OKRs to streamline financial application processes through process orchestration
- OKRs to cultivate a culture of growth and empowerment among our teams
- OKRs to enhance workforce competence through continuous development and upskilling
- OKRs to improve efficiency and effectiveness of incident management
- OKRs to establish comprehensive brand guidelines