Why use OKRs?
Human Resources (HR) 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 HR teams to set their priorities and keep track of progress every quarter.
Key questions:
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?
Example of HR OKRs
You'll find below some OKRs examples to take inspiration from. Your OKRs should move from quarter to quarter and map to your company's reality – use our examples as a starting point, and adapt to what's happening in your business.
OKRs to build a superb employee onboarding program
Build a world-class employee onboarding program
100% of new recruits have their workstation setup on day 1
Improve onboarding satisfaction score from 70% to 90%
80% of new hires manage to complete their onboarding checklist in the first 30 days.
Reduce service desks enquiries from new hires in week-1 by 20%
OKRs to improve employee feedback
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
OKRs to roll out employee benefits
Strengthen gratification of employee benefits
Roll-out benefits above industry standards
Improve score from 6 to 8 for the 'employee benefits' section on satisfaction surveys
70% of employees have opted in for at least 1 of our programs
OKRs to improve employee training
Create an amazing Continuous Eduction program
10% of IT budget has been spent on training, books, or online courses
70% of employees have used someof their training budget
Run 12 lunch & learn sessions this quarter
Tracking your OKRs
Knowing how to write good OKRs is critical, but without good tracking in place, the OKRs will fade away and focus will be lost.
It's not just us saying that:
- Peter Kappus writes that "check-ins are the most important part of OKRs".
- Felipe Castro cautions people not to let their OKRs turn into New Year's resolutions.
- Christina Wodtke tells us that "cadence is probably the single most important thing".
The easier it is for a team to have weekly discussions around the OKRs, the better they'll execute. Here are a few best practices for tracking OKRs.
1. Do weekly check-ins
Quarterly OKRs should be tracked every week to be effective. Without a continuous reflection on progress, your OKRs won't be much different from having KPIs.
The check-ins process can be automated with a platform like Tability that takes care of reminders, and distribute updates to the teams.
2. Keep track of your confidence
Good progress updates should help everyone understand how far we are from our goal, but also how confident we are in achieving it. You can use a simple red/yellow/green color coding to indicate your confidence.
3. Make trends easy to see
Lastly, it's important to look at trends to avoid false positives. It's not rare for a team to have a hot start and then slow down mid quarter. This will be hard to see unless you can look at progress trends for individual Key Results.
What other HR metrics can you use?
Now that you've got good Objectives, it's time to pick some key results and finding good metrics that work for your team can be tricky. Lucky for you, we've laid out all the best success metrics for your HR team to use.
Here are a few to get you started:
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.
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Stop wasting your OKRs. Focus on the right work and accomplish your goals.
