3 customisable OKR examples for Internal Promotion

What are Internal Promotion 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.

Formulating strong OKRs can be a complex endeavor, particularly for first-timers. Prioritizing outcomes over projects is crucial when developing your plans.

We've tailored a list of OKRs examples for Internal Promotion to help you. You can look at any of the templates below to get some inspiration for your own goals.

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

Building your own Internal Promotion OKRs with AI

While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI generator below or our more complete goal-setting system to generate your own OKRs.

Our customisable Internal Promotion OKRs examples

You'll find below a list of Objectives and Key Results templates for Internal Promotion. We also included strategic projects for each template to make it easier to understand the difference between key results and projects.

Hope you'll find this helpful!

1. OKRs to enhance the career development of our team members

Enhance the career development of our team members
Increase attendance at professional development workshops by 20%
Develop inspiring guest speaker events
Launch a promotional campaign across various platforms
Start a referral program to encourage attendance
Achieve a 30% increase in team members applying for internal promotions
Improve communication on promotion criteria and processes
Promote awareness of available internal promotion opportunities
Implement training programs to enhance employees' skills
Implement a process for individualized career development plans for all team members
Develop a standardized template for individual career development plans
Schedule one-on-one meetings to discuss and tailor these plans
Define clear career paths for each job position in the team

career-development internal-promotions training-coordinator promotion-criteria-communicator training-and-development internal-communications

Implement this OKR

2. OKRs to establish a comprehensive Career Development Program

Establish a comprehensive Career Development Program
Enroll 50% employees in career development courses or workshops
Measure and achieve a 25% increase in internal promotions or role advancements
Regularly review individual performance and potential for advancement
Implement robust employee development programs
Define clear career progression pathways within the organization
Design a robust career development framework for all department employees
Research successful career development frameworks in similar industries
Survey employees to identify desired career progression and development areas
Draft a tailorable framework focusing on development, progression, and mentorship

career-development-program internal-promotion hr-manager department-managers human-resources departmental-teams

Implement this OKR

3. OKRs to enhance benefits promotion for higher utilization rates

Enhance benefits promotion for higher utilization rates
Increase benefits awareness by 30% through targeted campaigns and communications
Create easily understandable informational materials about benefits
Implement direct communication to disseminate benefits information
Develop targeted campaigns highlighting benefits
Improve employee satisfaction with benefits by 20% based on feedback surveys
Conduct anonymous survey for employees to express benefit concerns
Implement improvements based on survey feedback
Analyze survey responses to identify dissatisfaction areas
Achieve 15% increase in benefits utilization among eligible employees
Regularly communicate individual benefit utilization rates
Implement a training program explaining different benefit options
Increase awareness through frequent benefits-related reminders

benefits-awareness employee-satisfaction benefits-coordinator employee-relationship-manager human-resources internal-communications

Implement this OKR

Internal Promotion OKR best practices to boost success

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.

Tability's audit dashboard will highlight opportunities to improve OKRs

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.

Tability's check-ins will save you hours and increase transparency

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.

How to turn your Internal Promotion OKRs in a strategy map

Your quarterly OKRs should be tracked weekly in order to get all the benefits of the OKRs framework. 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

Spreadsheets are enough to get started. Then, once you need to scale you can use a proper OKR platform to make things easier.

Tability's Strategy Map makes it easy to see all your org's OKRs

If you're not yet set on a tool, you can check out the 5 best OKR tracking templates guide to find the best way to monitor progress during the quarter.

More Internal Promotion OKR templates

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

OKRs resources

Here are a list of resources to help you adopt the Objectives and Key Results framework.

To learn: What is the meaning of OKRs
Blog posts: ODT Blog
Success metrics: KPIs examples

What's next? Try Tability's goal-setting AI

You can create an iterate on your OKRs using Tability's unique goal-setting AI.

Watch the demo below, then hop on the platform for a free trial.

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