Get Tability: OKRs that don't suck | Learn more →

10 OKR examples for Department Team Leader

Turn your spreadsheets into OKR dashboards with Tability

Tability is a cheatcode for goal-driven teams. Set perfect OKRs with AI, stay focused on the work that matters.

What are Department Team Leader 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 Department Team Leader 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 Department Team Leader 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.

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.

AI feedback for OKRs in Tability

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.

Department Team Leader OKRs examples

You will find in the next section many different Department Team Leader 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 leadership skills in the finance department

  • ObjectiveEnhance leadership skills in the finance department
  • KRAchieve a 20% increase in leadership competency scores in finance team evaluations
  • TaskImplement regular feedback sessions to identify improvements
  • TaskArrange weekly leadership development workshops for the finance team
  • TaskIncorporate mentorship programs with experienced leaders
  • KRImplement a weekly finance-focused leadership workshop for potential leaders
  • TaskSchedule a consistent time for the weekly meetings
  • TaskInvite potential leaders to participate in workshops
  • TaskIdentify relevant finance topics for weekly workshops
  • KRIdentify and mentor 3 high-potential employees for leadership roles
  • TaskBegin one-on-one mentoring sessions regularly
  • TaskIdentify three employees showing leadership potential
  • TaskDevelop personalized mentorship plans for each

OKRs to enhance Team Collaboration

  • ObjectiveEnhance Team Collaboration
  • KRIntroduce collaboration tools with 90% team usage rate
  • TaskEstablish a follow-up system to track adoption and usage rates
  • TaskConduct a team-wide survey to evaluate desired collaboration tool features
  • TaskProvide interactive training sessions on selected collaboration tools
  • KRImprove project completion rate by 30% through coordinated team efforts
  • TaskIntroduce project management software for more efficient collaborations
  • TaskEnhance interdepartmental communication on project progress
  • TaskImplement regular team meetings for project update exchanges
  • KRImplement weekly brainstorming sessions to increase idea sharing by 50%
  • TaskEncourage participation through regular communication and session reminders
  • TaskSchedule recurring weekly brainstorming sessions in the team's calendar
  • TaskTrack the number of ideas shared per session to monitor progress

OKRs to bolster Finance Department's role in Corporate Social Responsibility (CSR) drives

  • ObjectiveBolster Finance Department's role in Corporate Social Responsibility (CSR) drives
  • KRImplement a department-led CSR training program for 90% staff participation
  • TaskSchedule and execute department-wide training sessions
  • TaskDevelop engaging, comprehensive training materials
  • TaskIdentify department leaders to oversee the CSR training program
  • KRReduce paper usage in the finance department by 30% through digitization
  • TaskImplement a digital document management system
  • TaskTrain staff on digital record-keeping methods
  • TaskReplace paper invoices with e-billing systems
  • KRAllocate 15% of department fund towards supporting local charity organizations
  • TaskDistribute calculated amount among local charities
  • TaskDetermine total amount of department fund
  • TaskCalculate 15% of the total fund

OKRs to elevate our team's brand to be highly desirable

  • ObjectiveElevate our team's brand to be highly desirable
  • KRAchieve 95% positive reviews in the next internal team satisfaction survey
  • TaskEnhance work-life balance initiatives
  • TaskImprove team communication and feedback systems
  • TaskInitiate regular coaching and mentoring sessions
  • KRIncrease cross-departmental project collaborations by 20%
  • TaskImplement a cross-departmental project recognition/reward system
  • TaskOrganize regular inter-departmental project brainstorming sessions
  • TaskDevelop a cross-departmental communication and collaboration system
  • KREnhance team satisfaction score by 35% through targeted improvement initiatives
  • TaskImplement regular team-building activities to promote collaboration
  • TaskConduct anonymous satisfaction surveys for feedback
  • TaskOffer professional development opportunities regularly

OKRs to establish Conditions for Fast Decision-Making Processes

  • ObjectiveEstablish Conditions for Fast Decision-Making Processes
  • KRImplement a decision-making framework in at least 3 departments
  • TaskIdentify 3 departments for framework installation
  • TaskDevelop a suitable decision-making framework
  • TaskTrain department heads on the new framework
  • KRDecrease average decision-making time by 20%
  • TaskImplement streamlined decision-making procedures
  • TaskConduct training sessions on efficient decision making
  • TaskAdopt computerized decision support systems
  • KRTrain 75% of team leaders on the new decision-making framework
  • TaskIdentify team leaders needing training on the new framework
  • TaskConduct and monitor training to ensure 75% participation
  • TaskDevelop a flexible schedule for training sessions

OKRs to boost employee satisfaction post-adaptation

  • ObjectiveBoost employee satisfaction post-adaptation
  • KRIncrease participation in adaptation-related activities by 70%
  • TaskCreate significant rewards for active engagement in adaptation-related activities
  • TaskDevelop motivational training programs for participants in these activities
  • TaskImprove visibility of these activities through advertising and social media campaigns
  • KRAchieve 90% positive responses in post-change satisfaction surveys
  • TaskImplement comprehensive training for new procedures
  • TaskSurvey employees before, during, after change
  • TaskProvide clear communication surrounding change
  • KRReduce workplace complaints related to adaptation by 40%
  • TaskCreate a robust employee feedback system
  • TaskEnhance company-wide communication channels
  • TaskImplement regular team-building exercises and workshops

OKRs to enhance transparency of reporting processes across all teams

  • ObjectiveEnhance transparency of reporting processes across all teams
  • KRImplement standardized reporting templates for 100% of departmental requirements
  • TaskImplement and distribute templates across departments
  • TaskIdentify all departmental reporting requirements
  • TaskDesign standardized templates for each requirement
  • KRTrain 90% of team leaders in new reporting methodology by end of quarter
  • TaskSchedule and conduct training sessions for identified leaders
  • TaskConfirm and document each leader's successful training completion
  • TaskIdentify team leaders needing training in the new method
  • KRAchieve at least a 75% positive feedback score regarding reporting transparency from staff
  • TaskActively solicit and address staff feedback on reporting transparency
  • TaskProvide staff training on understanding and interpreting reports
  • TaskImplement frequent and clear communication about reporting processes

OKRs to initiate team building activities to foster stronger connections

  • ObjectiveInitiate team building activities to foster stronger connections
  • KRIncrease the team communication score by 30% compared to the previous quarter
  • TaskEncourage regular team meetings for updates
  • TaskIntroduce a daily communication tool/platform
  • TaskImplement weekly team-building exercises
  • KRAchieve an average team satisfaction rate of 80% from post-activity surveys
  • TaskDevelop a comprehensive post-activity satisfaction survey
  • TaskEstablish a feedback-action system to address issues
  • TaskImplement regular team building activities
  • KRPlan and conduct at least two team-building activities per month
  • TaskAllocate resources and schedule the activities
  • TaskIdentify suitable team-building activities
  • TaskEvaluate activity effectiveness afterwards

OKRs to enhance employee satisfaction and productivity via superior alignment

  • ObjectiveEnhance employee satisfaction and productivity via superior alignment
  • KRIncrease team collaboration scores by 20% through weekly coordinated tasks
  • TaskImplement weekly goal-oriented meetings to foster teamwork
  • TaskEncourage weekly task-dependent roles for shared responsibilities
  • TaskOrganize weekly collaborative team-building activities
  • KRDecrease staff complaints related to miscommunication by 30% by implementing clear communication channels
  • TaskImplement training sessions on effective communication
  • TaskEstablish defined communication procedures for all team members
  • TaskEncourage regular feedback on communication effectiveness
  • KRImprove efficiency metrics by 15% through goal alignment workshops for all departments
  • TaskOrganize goal alignment workshops for all departments
  • TaskImplement strategies to improve metrics by 15%
  • TaskMonitor and evaluate departments' efficiency metrics

OKRs to enhance teamwork across different departments

  • ObjectiveEnhance teamwork across different departments
  • KRAchieve participation of all department heads in bi-weekly collaboration meetings
  • TaskRemind participants about meeting via email or text
  • TaskSend meeting invites to all department heads in advance
  • TaskProvide a clear agenda for every meeting
  • KRImplement 5 cross-departmental projects with shared KPIs and responsibilities
  • TaskLaunch and monitor cross-departmental projects for effective implementation
  • TaskIdentify potential departments for collaboration on shared KPI projects
  • TaskDefine shared KPIs and responsibilities for each project
  • KRIncrease cross-team employee satisfaction rates by 20% through regular feedback loops
  • TaskCreate recognition programs for cross-team collaborations
  • TaskImplement regular cross-team meetings for feedback exchange
  • TaskIntroduce a system for anonymous feedback submissions

Department Team Leader 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

AI feedback for OKRs in Tability

Quarterly OKRs should have weekly updates to get all the benefits from the framework. Reviewing progress periodically has several advantages:

Spreadsheets are enough to get started. Then, once you need to scale you can use Tability to save time with automated OKR dashboards, data connectors, and actionable insights.

How to get Tability dashboards:

That's it! Tability will instantly get access to 10+ dashboards to monitor progress, visualise trends, and identify risks early.

More Department Team Leader OKR templates

We have more templates to help you draft your team goals and OKRs.

Table of contents