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What are Team Leaders And Managers 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 Team Leaders And Managers. 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.
The best tools for writing perfect Team Leaders And Managers 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.
Team Leaders And Managers OKRs examples
We've added many examples of Team Leaders And Managers 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 enhance collaboration and stimulate thought leadership
ObjectiveEnhance collaboration and stimulate thought leadership
KRConduct 4 leadership training workshops to foster thought leadership
Identify topics and designing the content for the leadership workshops- Coordinate with facilitators and arranging the necessary resources
- Send invitations and schedule the four leadership training workshops
- KRImplement 5 successful cross-functional projects to boost team collaborations
- Develop clear communication guidelines and timelines
- Identify and assign cross-functional team members for each project
- Establish metrics for success and regular progress checks
- KRIncrease the average audience engagement rate on team discussions by 20%
- Implement interactive activities during team discussions
- Incorporate feedback sessions post-discussions
- Provide comprehensive training for engagement techniques
OKRs to improve leadership skills and knowledge
- ObjectiveEnhance Leadership Skills and Knowledge
- KRApply leadership principles by successfully leading a high-impact project or team
- Delegate responsibilities based on individual strengths to optimize efficiency and productivity
- Set clear goals and objectives for the project or team
- Foster a positive and inclusive team culture, promoting collaboration and celebrating achievements
- Communicate effectively and regularly with the team to ensure alignment and progress
- KREngage in regular mentoring or coaching sessions to receive guidance and feedback on leadership development
- Set up regular mentoring/coaching sessions with a trusted leader or professional coach
- Implement the advice and recommendations received during mentoring/coaching sessions into daily leadership practices
- Prepare questions or topics to discuss during mentoring/coaching sessions on leadership development
- Actively listen and take notes during mentoring/coaching sessions to absorb guidance and feedback
- KRComplete a leadership training course covering key leadership principles and strategies
- Enroll in the chosen leadership training course and schedule all required sessions
- Apply learned leadership principles and strategies in daily work and reflect on their effectiveness
- Research and find a suitable leadership training course with key principles
- Actively participate in the leadership training course, taking notes and engaging with instructors
- KRAcquire at least three new leadership books and read them to gain further insight
- Allocate dedicated time each day to read at least one chapter from the books
- Research and compile a list of highly recommended leadership books
- Purchase three leadership books from the compiled list
- Take notes and jot down key insights or lessons learned from each book
OKRs to boost overall employee satisfaction and reduce turnover
- ObjectiveBoost overall employee satisfaction and reduce turnover
- KRDecrease voluntary employee turnover rate by 10%
- Implement a comprehensive employee engagement and satisfaction program
- Increase opportunities for employee advancement and skill development
- Enhance employee benefits and incentive packages
- KRIncrease employee engagement score by 15% in company-wide surveys
- Implement regular team-building events for employee bonding
- Provide regular recognition for employees' accomplishments
- Conduct an open forum for feedback and suggestions
- KREnhance internal promotion rate by 20%
- Increase communication about available promotion opportunities
- Implement ongoing skills training for all employees
- Develop clear promotion pathways with performance benchmarks
OKRs to establish a go-to platform for leadership and niche hiring
- ObjectiveEstablish a go-to platform for leadership and niche hiring
- KRAttract and onboard 1000 unique leadership profiles to the platform
- Implement referral incentives for current users
- Develop marketing campaigns targeting potential leadership profile candidates
- Craft an engaging, user-friendly onboarding process
- KRSecure partnerships with 50 leading companies in relevant industries
- Reach out and negotiate partnerships with targeted companies
- Develop proposals outlining mutual benefits for potential partners
- Research and identify 50 prospective industry leaders for partnerships
- KRAchieve a 20% conversion rate in hiring through the platform
- Enhance job description clarity to attract right candidates
- Implement comprehensive onboarding to increase acceptance rate
- Improve screening processes for more qualified candidate selection
OKRs to enhance inter-team collaboration and knowledge transfer
- ObjectiveEnhance inter-team collaboration and knowledge transfer
- KRImplement weekly knowledge-sharing sessions with 90% employee attendance
- Establish a consistent weekly schedule for knowledge-sharing sessions
- Implement incentives for regular session attendance
- Develop engaging session content relevant to all employees
- KRIncrease utilization of collaboration tools by 40%
- Share success stories involving tool utilization
- Implement incentives for frequent tool usage
- Conduct training sessions on efficient collaboration tool usage
- KRAchieve at least 75% positive feedback on inter-team collaboration in next quarter's survey
- Regularly acknowledge and reward successful team collaboration
- Establish and enforce clear guidelines for respectful teamwork
- Implement regular inter-team communication and collaboration workshops
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 cross-functional collaboration and communication
- ObjectiveImprove cross-functional communication and collaboration
- KRIncrease cross-functional team meeting attendance by 50%
- KRDecrease email response time by 25%
- KRLaunch a company-wide collaboration platform with 100% adoption
- KRConduct 3 cross-functional team building activities with a participation rate of 90%
Team Leaders And Managers 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
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.
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.
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
Your quarterly OKRs should be tracked weekly if you want 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
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 Team Leaders And Managers OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to achieve a balance between team learning opportunities and routine tasks
- OKRs to maintain and improve shadow boards for the entire department
- OKRs to enhance website usability and comply with accessibility standards
- OKRs to achieve a B grade in all subjects
- OKRs to acquire cost-effective new media for Wallop
- OKRs to strengthen communication effectiveness