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tability.ioWhat are Talent Strategies 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.
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 Talent Strategies 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.
Talent Strategies OKRs examples
You'll find below a list of Objectives and Key Results templates for Talent Strategies. 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!
OKRs to improve indirect purchasing to support HR's talent strategies
ObjectiveImprove indirect purchasing to support HR's talent strategies
KRNegotiate 10% cost reduction in vendor contracts for HR tools and services
Develop a negotiation strategy focusing on cost reduction- Identify key vendors and analyze existing contracts for negotiation leverage
- Organize meetings with vendors to discuss contract renegotiations
- KREstablish long-term partnerships with 3 quality talent sourcing agencies
- Schedule meetings to discuss partnership opportunities
- Research and identify potential talent sourcing agencies
- Negotiate and finalize the agreements
- KRImplement benefits package appealing to 85% of potential talents by surveying industry standards
- Conduct a survey of industry standards for benefits packages
- Analyze survey results to identify popular benefits
- Design benefits package based on analyzed data
OKRs to implement effective talent acquisition strategies
- ObjectiveStrengthen talent acquisition process
- KRImplement at least 2 new sourcing channels
- KRReduce time-to-hire by 15%
- KRIncrease candidate pool diversity by 20%
- KRImprove candidate satisfaction score by 10 points
OKRs to enhance talent acquisition and retention strategies
- ObjectiveEnhance talent acquisition and retention strategies
- KRImplement an updated onboarding process leading to 20% decrease in new hire turnover
- Train managers on executing the new onboarding process
- Track new hire turnover rates and adjust strategies
- Design comprehensive onboarding material for new hires
- KRBoost employee engagement scores by 15% using improved retention programs
- Enhance internal communication and feedback systems
- Promote work-life balance policies and benefits
- Implement comprehensive employee training and development programs
- KRIncrease number of qualified applicants by 25% through targeted recruitment strategies
- Implement employer branding strategy to attract potential candidates
- Utilize targeted job advertisements on niche platforms
- Develop employee referral programs to reach qualified individuals
OKRs to enhance talent retention strategies
- ObjectiveEnhance talent retention strategies
- KRImplement training programs to improve skills of at least 75% of the employees
- Implement and monitor said training programs
- Develop appropriate training programs in those areas
- Identify areas of skill deficiency among employees
- KRIncrease employee engagement scores by 15% through enhanced communication strategies
- Introduce an open-door policy for improved cross-level communication
- Conduct regular, structured feedback sessions to address employee concerns
- Implement weekly team meetings to discuss objectives and progress
- KRReduce staff turnover by 10% by implementing a comprehensive employee satisfaction program
- Implement feedback from satisfaction surveys
- Develop an employee satisfaction program
- Conduct regular employee satisfaction surveys
OKRs to improve talent onboarding and retention strategies
- ObjectiveImprove talent onboarding and retention strategies
- KRDecrease new hire turnover rate by 20%
- Establish a mentorship program for new employees
- Implement a comprehensive and engaging orientation program
- Improve the company's benefits and compensation package
- KRImplement improved onboarding program leading to 95% new hire satisfaction
- Develop an interactive, comprehensive orientation for new hires
- Survey new hires to identify areas needing improvement
- Regularly update onboarding materials based on feedback
- KRIncrease retention rate to 90% among employees within their first year
- Create clear advancement opportunities within the company
- Implement comprehensive onboarding program for new hires
- Regularly conduct employee satisfaction surveys
How to write your own Talent Strategies OKRs
1. Get tailored OKRs with an AI
You'll find some examples below, but it's likely that you have very specific needs that won't be covered.
You can use Tability's AI generator to create tailored OKRs based on your specific context. Tability can turn your objective description into a fully editable OKR template -- including tips to help you refine your goals.
- 1. Go to Tability's plan editor
- 2. Click on the "Generate goals using AI" button
- 3. Use natural language to describe your goals
Tability will then use your prompt to generate a fully editable OKR template.
Watch the video below to see it in action 👇
Option 2. Optimise existing OKRs with Tability Feedback tool
If you already have existing goals, and you want to improve them. You can use Tability's AI feedback to help you.
- 1. Go to Tability's plan editor
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on "Generate analysis"
Tability's Strategy Map makes it easy to see all your org's OKRsTability 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.
You can then decide to accept the suggestions or dismiss them if you don't agree.
Option 3. Use the free OKR generator
If you're just looking for some quick inspiration, you can also use our free OKR generator to get a template.
Unlike with Tability, you won't be able to iterate on the templates, but this is still a great way to get started.
Talent Strategies 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.
How to track your Talent Strategies OKRs
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
Most teams should start with a spreadsheet if they're using OKRs for the first time. Then, once you get comfortable you can graduate to a proper OKRs-tracking tool.
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 Talent Strategies OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to improve testing efficiency through AI integration
- OKRs to establish and implement a Jobs to be Done Framework in our team
- OKRs to establish ourselves as cloud specialists with Atlassian
- OKRs to enhance members' financial wellness
- OKRs to elevate agile team's performance to top-tier status
- OKRs to enhance wellness and productivity of workforce