Do we need to recruit specific roles?
Is the recruitment process good enough?
Are employees generally happy with their work environment?
Do people have the right kind of support?
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Human Resources has been going through some changes to expand into team culture and happiness. The focus stays the same though: building a great team and creating an environment where folks can do their best work.
OKRs will help new People & Culture teams to set their priorities and keep track of progress every quarter.
You'll find below an example built around a fictitious company. Your OKRs should move from quarter to quarter and map to your company's reality – that's why we thought it's best to illustrate things as a case study that you can take inspiration from.
Askawoof is a startup building a platform to help companies run customer satisfaction surveys. They recently doubled the size of the team, and they need new ways to gather employee feedback and make sure that everyone is happy.
Scale our ability to gather feedback from the team
Simplify the internal blogging process from 5 to 2 steps
Host 6 social or motivational events in line with employee selections
Establish employee satisfaction score baseline with monthly
Strengthen gratification of employee benefits
Roll-out benefits above industry standards (0-100%)
Improve score from 6 to 8 for the 'employee benefits' section on satisfaction surveys
Bring a fantastic performance management system
Ensure 75% positive reviews of performance management systems
OKRs won't be of much help if you're not keeping an eye on them. Staying focused and aligned starts by adopting a simple routine with the team.
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Start your Monday by looking at outcomes first (OKRs) and then outputs (roadmap). This will make sure that roadmaps discussions are centered around the most pressing issues.
A common mistake for tracking OKRs is to use a table where you replace values in cells with the most recent update.
Not seeing trends can give you a false sense of security. You may be above the target line today, but the overall trend might be going the wrong way. So make sure that you have a simple way to understand if you're getting off track.
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A simple progress chart can do wonders to help you understand if you're getting off track.
OKRs will most likely cause friction as you expand their use within your organization:
You can greatly simplify things by adopting a platform like Tability that will automate most of the OKRs tracking and make progress easy to see.
If you’re looking for some inspiration, here are some example of metrics that can be relevant for your Key Results.
Headcount
How many employees does the company have?
Time to Hire
How long does it take to fulfill a position?
Acceptance rate
What's the percentage of offers that are accepted?
Employee satisfaction score
Are people happy to be working here?
Turnover rate
What's the percentage of employees that have left the organization in a given period?
Retention rate
The opposite of turnover. What's the percentage of employees that stayed with the company in a given time period?
Revenue per Employee
The ratio between company revenue and number of employees.
Training Expenses per Employee
How much is spent on personal development and training per Employee.
