3 customisable OKR examples for New Hires Onboarding Team
What are New Hires Onboarding Team OKRs?
The OKR acronym stands for Objectives and Key Results. It's a goal-setting framework that was introduced at Intel by Andy Grove in the 70s, and it became popular after John Doerr introduced it to Google in the 90s. OKRs helps teams has a shared language to set ambitious goals and track progress towards them.
OKRs are quickly gaining popularity as a goal-setting framework. But, it's not always easy to know how to write your goals, especially if it's your first time using OKRs.
To aid you in setting your goals, we have compiled a collection of OKR examples customized for New Hires Onboarding Team. Take a look at the templates below for inspiration and guidance.
If you want to learn more about the framework, you can read our OKR guide online.
Building your own New Hires Onboarding Team 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 New Hires Onboarding Team OKRs examples
We've added many examples of New Hires Onboarding Team 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!
1. OKRs to enhance accountability and coordination in onboarding and calls
Enhance accountability and coordination in onboarding and calls
Decrease new employees’ onboarding time by 25%
Use online tools for remote onboarding
Implement an intensive, compact structured training program
Assign mentors to guide new hires
Reduce missed or late calls by 30%
Promote accountability among team members for timely responses
Establish a strict schedule for all calls
Implement a reliable automated notification system for upcoming calls
Increase customer call resolution rate to 90%
Monitor calls regularly and provide feedback
Conduct specialized training for customer service agents
Implement customer resolution best practice guidelines
2. OKRs to enhance the employee adaptation process for better integration
Enhance the employee adaptation process for better integration
Implement a new orientation program for 80% of newly hired employees
Develop metric tools to track program participation and effectiveness
Assign a team to implement and oversee the new orientation program
Design an effective, comprehensive orientation structure for new hires
Increase employee engagement score by 25% after 3 months of employment
Conduct consistent one-on-one check-ins with each employee
Implement regular team-building activities
Use recognition programs to reward outstanding work
Decrease average time to full productivity for new hires by 20%
Include performance tracking in the first week
Provide mentorship programs for quicker skill acquisition
Implement an intensive, streamlined onboarding program
3. OKRs to streamline the onboarding process for rapid integration of new hires
Streamline the onboarding process for rapid integration of new hires
Increase new hire proficiency score by 30% within first 60 days
Monitor and evaluate individual job performance
Establish mentorship system within departments
Implement comprehensive orientation program for new hires
Decrease average onboarding duration by 25% from current baseline
Improve training materials for quicker learning
Streamline hiring procedures for faster employee integration
Automate administrative tasks to save time
Achieve 90% new hire satisfaction rate regarding onboarding process
Address concerns and issues promptly and effectively
Implement a comprehensive and clear onboarding program
Regularly survey new hires for constructive feedback
New Hires Onboarding Team 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
Having too many OKRs is the #1 mistake that teams make when adopting the framework. The problem with tracking too many competing goals is that it will be hard for your team to know what really matters.
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 Insights Dashboard](https://tability-templates-v2.vercel.app/_next/static/media/tability-insights-board.e70f9466.png)
Tip #2: Commit to weekly OKR check-ins
Setting good goals can be challenging, but without regular check-ins, your team will struggle to make progress. We recommend that you track your OKRs weekly to get the full benefits from the framework.
Being able to see trends for your key results will also keep yourself honest.
![Tability Insights Dashboard](https://tability-templates-v2.vercel.app/_next/static/media/checkins-graph.b2aec458.png)
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 New Hires Onboarding Team OKRs in a strategy map
OKRs without regular progress updates are just KPIs. You'll need to update progress on your OKRs every week to get the full benefits from the 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.
![A strategy map in Tability](https://tability-templates-v2.vercel.app/_next/static/media/tability_strategy_map.2ad25843.png)
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 New Hires Onboarding Team OKR templates
We have more templates to help you draft your team goals and OKRs.
OKRs to keep a long-running project on track
OKRs to lower overall claims ratio to 71%
OKRs to improve SIEM visibility through diversified log monitoring
OKRs to elevate Rep-client relationship building skills
OKRs to successfully achieve pipeline target of $10,000,000
OKRs to successfully lead the organisation of online event "12 Days of Christmas"
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.