14 customisable OKR examples for Department Teams
What are Department Teams 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 Teams 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.
Building your own Department Teams OKRs with AI
While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI generator below or our more complete goal-setting system to generate your own OKRs.
Feel free to explore our tools:
- Use our free OKR generator
- Use Tability, a complete platform to set and track OKRs and initiatives, including a GPT-4 powered goal generator
Our customisable Department Teams OKRs examples
You will find in the next section many different Department Teams 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!
1. OKRs to enhance organisational work transparency for improved efficiency
Enhance organisational work transparency for improved efficiency
Increase internal presentation sessions about ongoing projects by 30%
Identify projects suitable for presentation sessions
Schedule 30% more presentation sessions
Notify and invite participants to sessions
Implement a shared project management platform across all departments
Identify the needs of all departments for a project management platform
Train all department heads on the new platform
Select and purchase an appropriate shared platform
Make 100% of work processes documented and easily accessible for all staff
Identify all existing work processes across departments
Create clear, concise documentation for each process
Develop a centralized, digital process library for staff access
2. OKRs to establish Conditions for Fast Decision-Making Processes
Establish Conditions for Fast Decision-Making Processes
Implement a decision-making framework in at least 3 departments
Identify 3 departments for framework installation
Develop a suitable decision-making framework
Train department heads on the new framework
Decrease average decision-making time by 20%
Implement streamlined decision-making procedures
Conduct training sessions on efficient decision making
Adopt computerized decision support systems
Train 75% of team leaders on the new decision-making framework
Identify team leaders needing training on the new framework
Conduct and monitor training to ensure 75% participation
Develop a flexible schedule for training sessions
3. OKRs to streamline the onboarding process for rapid integration of new hires
Streamline the onboarding process for rapid integration of new hires
Increase new hire proficiency score by 30% within first 60 days
Monitor and evaluate individual job performance
Establish mentorship system within departments
Implement comprehensive orientation program for new hires
Decrease average onboarding duration by 25% from current baseline
Improve training materials for quicker learning
Streamline hiring procedures for faster employee integration
Automate administrative tasks to save time
Achieve 90% new hire satisfaction rate regarding onboarding process
Address concerns and issues promptly and effectively
Implement a comprehensive and clear onboarding program
Regularly survey new hires for constructive feedback
4. OKRs to enhance inter-departmental collaboration for effective social media operations
Enhance inter-departmental collaboration for effective social media operations
Pioneer a shared, online document housing all social media initiatives and updates
Create structure for social media initiatives document
Identify suitable online platform for shared document storage
Update document regularly with initiatives and updates
Implement weekly cross-departmental meetings focused on social media strategy by month-end
Create a recurring weekly meeting schedule
Outline the meeting agenda focusing on social media
Identify key representatives from each department
Increase shared social media projects between departments by 20%
Implement regular shared social media project progress reports across departments
Develop a centralized social media project management tool for all departments
Initiate weekly interdepartmental brainstorming sessions on social media projects
5. OKRs to boost employee satisfaction post-adaptation
Boost employee satisfaction post-adaptation
Increase participation in adaptation-related activities by 70%
Create significant rewards for active engagement in adaptation-related activities
Develop motivational training programs for participants in these activities
Improve visibility of these activities through advertising and social media campaigns
Achieve 90% positive responses in post-change satisfaction surveys
Implement comprehensive training for new procedures
Survey employees before, during, after change
Provide clear communication surrounding change
Reduce workplace complaints related to adaptation by 40%
Create a robust employee feedback system
Enhance company-wide communication channels
Implement regular team-building exercises and workshops
6. OKRs to enhance our performance measurement and reporting
Enhance our performance measurement and reporting
Improve clarity and precision of all reports, targeting a 95% comprehension rate
Incorporate visuals to increase report understanding
Implement clear, concise language in all report writing
Conduct regular report comprehension checks
Implement an analytics tool to track performance metrics across all departments
Identify key performance indicators for each department
Train department heads on how to use the tool
Research and choose a suitable analytics tool
Increase reporting accuracy by reviewing and correcting discrepancies by 20%
Identify and review current reports for errors
Implement strict data verification measures
Correct discrepancies found in data reports
7. OKRs to drive company transformation through HR technology and leadership model redesign
Drive company transformation through HR technology and leadership model redesign
Train 95% of staff on the new HR tech systems by end of quarter
Schedule HR tech systems training sessions for all staff members
Provide additional training for those who missed initial sessions
Monitor and record participation in training sessions
Deploy new HR technology systems to 100% of departments
Select and procure new HR technology systems
Implement and test new systems across all departments
Identify current HR technology systems in all departments
Design and implement a new leadership model in at least 3 departments
Identify key qualities for the new leadership model
Monitor and evaluate implemented changes
Train department heads in this model
8. OKRs to streamline the company's recruitment process
Streamline the company's recruitment process
Increase new hire retention rate by 10% through improved onboarding processes
Develop a comprehensive and engaging employee onboarding program
Provide mentorship opportunities for new employees
Implement regular check-ins with new hires
Reduce hiring process time by 30% while maintaining quality of hires
Implement an efficient applicant tracking system
Streamline the interview and selection process
Conduct timely background and reference checks
Implement a standardized interviewing system across all departments
Develop a standard interview protocol for all departments
Train hiring managers on the new interview system
Monitor and adjust the system based on feedback
9. OKRs to build a robust and efficient Cloud Center of Excellence
Build a robust and efficient Cloud Center of Excellence
Implement standardized best practices for cloud usage across all departments
Conduct seminars for all departments on implementing these practices
Monitor and review the effectiveness of these practices regularly
Develop an extensive guide on standardized cloud usage best practices
Train 5 employees on advanced cloud technologies to increase internal expertise
Identify suitable advanced cloud technology training programs
Schedule training sessions for the five employees
Monitor and assess post-training performance improvement
Improve cloud service productivity by 20% by optimizing existing processes
Develop a strategy for optimizing existing workflows
Conduct analysis of current cloud service process inefficiencies
Implement changes and measure resulting productivity boost
10. OKRs to enhance interdepartmental collaboration as instructional designer
Enhance interdepartmental collaboration as instructional designer
Conduct feedback sessions with each department post-collaboration to achieve 85% satisfaction rate
Schedule feedback sessions with all department heads
Prepare relevant feedback-related questions
Measure satisfaction rate after each session
Provide fortnightly progress reports to stakeholders to ensure seamless communication
Schedule and send bi-weekly progress reports
Identify key metrics to track progress
Create a clear, concise reporting template
Increase the number of joint projects with different departments by 20%
Initiate discussions for joint project proposals
Establish collaborative agreements and start projects
Identify potential interdepartmental collaboration opportunities
11. OKRs to enhance transparency of reporting processes across all teams
Enhance transparency of reporting processes across all teams
Implement standardized reporting templates for 100% of departmental requirements
Implement and distribute templates across departments
Identify all departmental reporting requirements
Design standardized templates for each requirement
Train 90% of team leaders in new reporting methodology by end of quarter
Schedule and conduct training sessions for identified leaders
Confirm and document each leader's successful training completion
Identify team leaders needing training in the new method
Achieve at least a 75% positive feedback score regarding reporting transparency from staff
Actively solicit and address staff feedback on reporting transparency
Provide staff training on understanding and interpreting reports
Implement frequent and clear communication about reporting processes
12. OKRs to acquire the company award for exceptional teamwork
Acquire the company award for exceptional teamwork
Improve overall team performance by 35% compared to last quarter's productivity
Enhance project management strategies
Implement weekly performance review and feedback sessions
Increase training and skill development sessions
Lead a collaborative project successfully involving at least four different departments
Encourage regular communication among teams
Implement project management tools for coordination
Arrange cross-departmental meetings to discuss project goals
Conduct bi-weekly team-building activities resulting in higher engagement scores
Analyze results to continually enhance team-building approaches
Implement measures to evaluate engagement during activities
Outline and schedule varied bi-weekly team-building activities
13. OKRs to enhance teamwork across different departments
Enhance teamwork across different departments
Achieve participation of all department heads in bi-weekly collaboration meetings
Remind participants about meeting via email or text
Send meeting invites to all department heads in advance
Provide a clear agenda for every meeting
Implement 5 cross-departmental projects with shared KPIs and responsibilities
Launch and monitor cross-departmental projects for effective implementation
Identify potential departments for collaboration on shared KPI projects
Define shared KPIs and responsibilities for each project
Increase cross-team employee satisfaction rates by 20% through regular feedback loops
Create recognition programs for cross-team collaborations
Implement regular cross-team meetings for feedback exchange
Introduce a system for anonymous feedback submissions
14. OKRs to equip departments with OKR skills
Equip departments with OKR skills
Measure and track departments' progress in using OKRs to improve performance
Implement a system for departments to input and update their OKRs regularly
Conduct regular reviews to identify areas where departments can improve their usage of OKRs
Establish a platform or tool to track and visualize departments' progress and performance with OKRs
Develop a standardized framework for evaluating departmental performance based on OKR achievement
Conduct OKR training sessions for all departments
Assess departments' understanding and application of OKRs through a written test
Provide ongoing coaching and support to departments in implementing OKRs
Develop and provide resources, such as training materials and best practice examples
Conduct workshops or webinars to address implementation challenges and provide additional coaching
Schedule regular check-ins with department heads to review progress and offer guidance
Establish an open communication channel for departments to seek guidance and share updates
Department Teams OKR best practices to boost success
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.
![Tability Insights Dashboard](https://tability-templates-v2.vercel.app/_next/static/media/tability-insights-board.e70f9466.png)
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.
![Tability Insights Dashboard](https://tability-templates-v2.vercel.app/_next/static/media/checkins-graph.b2aec458.png)
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 turn your Department Teams OKRs in a strategy map
The rules of OKRs are simple. Quarterly OKRs should be tracked weekly, and yearly OKRs should be tracked monthly. 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
Spreadsheets are enough to get started. Then, once you need to scale you can use a proper OKR platform to make things easier.
![A strategy map in Tability](https://tability-templates-v2.vercel.app/_next/static/media/tability_strategy_map.2ad25843.png)
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 Department Teams OKR templates
We have more templates to help you draft your team goals and OKRs.
OKRs to boost brand recognition and awareness in desired market
OKRs to improve quarterly communication by ensuring consistent check-ins with performance manager
OKRs to improve overall customer satisfaction
OKRs to streamline high-quality project delivery at Goalkeep
OKRs to develop a voice-of-the-customer program
OKRs to establish comprehensive brand guidelines
OKRs resources
Here are a list of resources to help you adopt the Objectives and Key Results framework.
- To learn: What is the meaning of OKRs
- Blog posts: ODT Blog
- Success metrics: KPIs examples
Create more examples in our app
You can use Tability to create OKRs with AI – and keep yourself accountable 👀
Tability is a unique goal-tracking platform built to save hours at work and help teams stay on top of their goals.
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