Tability is a cheatcode for goal-driven teams. Set perfect OKRs with AI, stay focused on the work that matters.
What are Performance Management 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.
Crafting effective OKRs can be challenging, particularly for beginners. Emphasizing outcomes rather than projects should be the core of your planning.
We have a collection of OKRs examples for Performance Management to give you some inspiration. You can use any of the templates below as a starting point for your OKRs.
If you want to learn more about the framework, you can read our OKR guide online.
The best tools for writing perfect Performance Management 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.
Performance Management OKRs examples
You will find in the next section many different Performance Management 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 enhance organisational acceleration with effective performance management system
ObjectiveEnhance organisational acceleration with effective performance management system
KRIncrease utilization of performance management system by 20%
Provide regular feedback through the system- Conduct training sessions on performance management system usage
- Develop incentives for frequent system usage
- KRImprove average team performance scores by 30%
- Develop and integrate comprehensive team training programs
- Create a system of team performance incentives
- Implement regular, constructive feedback sessions
- KRAchieve a productivity increase of 25% through the enhanced system
- Evaluate current system for potential productivity improvements
- Implement enhancements in the system that increase efficiency
- Monitor and adjust new system operations as needed
OKRs to finalize performance management cycle for 2025 launch
- ObjectiveFinalize performance management cycle for 2025 launch
- KRTest and finalize process workflow with a small team within 6 weeks
- Conduct testing phase with a small team
- Evaluate results and finalize workflow
- Outline the process workflow to be tested
- KRIdentify and incorporate relevant performance indicators by the end of this quarter
- Research industry-standard performance indicators
- Implement relevant indicators into reporting processes
- Review current performance metrics and their alignment with goals
- KRDevelop, deliver and retrieve feedback on training materials for all teams
- Gather feedback through surveys or meetings
- Create comprehensive training materials for all teams
- Distribute the materials and conduct training sessions
OKRs to streamline and enhance the performance management system
- ObjectiveStreamline and enhance the performance management system
- KRTrain all managers on the new system, achieving 90% implementation accuracy
- Schedule training sessions for all managers on the new system
- Develop assessment method to gauge implementation accuracy
- Provide additional training for those below 90% accuracy
- KRDevelop and finalize the revised system structure by engaging 75% of department heads
- Outline proposed system changes for department heads review
- Incorporate feedback and finalize system structure
- Gather feedback from 75% of department heads
- KRImprove employee satisfaction rate with the system by at least 20%
- Provide continuous user training improvement opportunities
- Implement system updates based on survey feedback
- Conduct a survey to identify current system dissatisfaction areas
OKRs to accelerate workforce effectiveness through transformative performance management
- ObjectiveAccelerate workforce effectiveness through transformative performance management
- KRIncrease team productivity metrics by 25%
- Conduct productivity training for all team members
- Establish clear, attainable goals and deliverables
- Implement efficient tracking systems to monitor team progress
- KREnsure 90% of staff completes advanced performance training
- Send regular reminders to staff about upcoming training
- Monitor and track staff participation rates routinely
- Establish a mandatory performance training schedule for all staff
- KRReduce performance-related issues by 15%
- Upgrade outdated hardware and systems
- Implement regular maintenance checks for all software applications
- Conduct routine employee performance evaluations
OKRs to execute foundational groundwork for our 2025 performance management system
- ObjectiveExecute foundational groundwork for our 2025 performance management system
- KREvaluate and select two potential software providers for the new system
- Identify two potential software providers based on system requirements
- Make a final decision to select two suitable software providers
- Compare features, prices, and customer reviews of selected providers
- KRDevelop and secure approval for a detailed project implementation plan
- Draft a detailed project implementation plan
- Revise and secure approval for the plan
- Submit proposal to decision-makers for review
- KRGather performance related feedback from 80% of existing employees
- Distribute the survey to all existing employees
- Develop a concise survey for performance-related feedback
- Remind employees to complete the survey
OKRs to improve quarterly performance through consistent check-ins with manager
- ObjectiveImprove quarterly performance through consistent check-ins with manager
- KRImplement suggestions from manager to enhance performance
- Review manager's suggestions carefully and clarify any doubts or queries
- Outline a concrete plan to apply suggested modifications structurally
- Daily monitor, measure and evaluate progress towards goals
- KRReview progress towards goals and receive feedback during meetings
- Prepare reports detailing goal progression
- Schedule regular meetings for progress reviews
- Ask for feedback during these meetings
- KRSchedule quarterly meeting with performance manager
- Identify schedules that align between you and your performance manager
- Draft an email proposing the meeting time and agenda
- Send the email and confirm the meeting date
OKRs to achieve higher academic performance
- ObjectiveAchieve higher academic performance
- KRIncrease average study time to 20 hours per week
- Mute all distracting gadgets during study time
- Use a dedicated time-tracking app to monitor progress
- Set a daily goal of studying for 3 hours minimum
- KRAttend 100% of after-school tutoring sessions
- Regularly check with the tutor about coming sessions
- Set daily reminders for each session time
- Schedule tutoring sessions on your personal calendar
- KRScore 85% or above on all assignments and exams
- Review class material weekly to retain information
- Seek help from tutors or study groups for difficult subjects
- Establish a daily study schedule and stick to it
OKRs to improve communication by ensuring quarterly check-in with performance manager
- ObjectiveImprove communication by ensuring quarterly check-in with performance manager
- KRImplement action plan based on feedback received from performance manager
- Develop a comprehensive action plan addressing the concerns highlighted
- Review feedback received from performance manager thoroughly
- Begin implementation of formulated action plan immediately
- KRDiscuss performance goals and feedback during check-in meeting
- Review previous performance goals before the check-in meeting
- Prepare constructive and specific feedback points
- Schedule a check-in meeting to discuss performance goals
- KRSchedule and attend quarterly check-in meeting with performance manager
- Determine a suitable date and time for the check-in meeting
- Send meeting invite to performance manager
- Attend the scheduled check-in meeting
OKRs to enhance academic performance for better grades
- ObjectiveEnhance academic performance for better grades
- KRSuccessfully complete and submit 100% assignments before deadline
- Prioritize assignments based on deadlines
- Set a daily routine for working on assignments
- Utilize organization tools like planners or apps
- KRDedicate at least 10 hours weekly to focused, non-distracted studying
- Turn off all potential distractions during study hours
- Use a timer to maintain focused study chunks
- Set aside specific daily hours for undistracted studying
- KRSecure a minimum grade of B+ in all subjects
- Review class materials daily to reinforce understanding
- Proactively complete assignments before deadlines
- Attend office hours to clarify uncertainties
OKRs to implement robust OKR framework for enhancing organisational efficiency
- ObjectiveImplement robust OKR framework for enhancing organisational efficiency
- KRConducting two training sessions on new OKR framework by end of the quarter
- Develop comprehensive content for the OKR training sessions
- Conduct the two OKR training sessions
- Schedule and advertise two training events
- KRGet 80% of all departments to successfully adopt the new OKR framework
- Regularly monitor and evaluate departmental adoption progress
- Conduct training sessions for departments on the OKR framework usage
- Provide accessible support and resources for OKR implementation
- KRAchieve a 10% increase in overall operational efficiency post framework implementation
- Monitor productivity metrics to identify areas of inefficiency
- Implement efficiency improvement plans in the identified areas
- Collect and analyze post-implementation data to measure success
Performance Management 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
Quarterly OKRs should have weekly updates to get all the 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
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 Performance Management OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to minimize unavoidable equipment downtime next quarter
- OKRs to target sales acquisition efforts on four principal verticals
- OKRs to enhance requirements gathering and analysis for project efficiency
- OKRs to enhance understanding of competitors' keyword gaps and ranking
- OKRs to enhance overall customer experience
- OKRs to increase Ad Ranks by Optimizing User Intent Matching