15 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.
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 ensure business continuity despite team member absenteeism
- Ensure business continuity despite team member absenteeism
- Develop a cross-training program for all department roles by end of next quarter
- Schedule and implement training sessions
- Design a comprehensive cross-training curriculum
- Identify key skills required in all department roles
- Implement a backup system where every role has at least two knowledgeable substitutes
- Select two substitutes for each role
- Train the substitutes thoroughly
- Identify key roles and their associated responsibilities
- Test business continuity plan under simulated absence scenarios, achieving 90% effectiveness
- Design simulated tests for each identified scenario
- Identify potential absence scenarios affecting business continuity
- Conduct simulations, aiming for 90% effectiveness
4. 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
5. OKRs to drastically decrease incident rate to 30 or below
- Drastically decrease incident rate to 30 or below
- Enhance hazard identification system to decrease potential incidents by 18%
- Train staff on hazard detection and reporting procedures
- Use technology to improve recognition and monitoring of hazards
- Implement regular safety inspections to identify potential hazards
- Develop and implement new safety protocols within 10% of departments each week
- Implement protocols in 10% of departments weekly
- Identify departments requiring updated safety protocols
- Develop new safety protocols relevant to each department
- Increase employee safety training sessions by 15% sequentially
- Develop plan to increase session frequency by 15%
- Implement and monitor new training schedule
- Evaluate current frequency of safety training sessions
6. 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
7. OKRs to implement continuous monitoring and management of departmental budgets
- Implement continuous monitoring and management of departmental budgets
- Increase accuracy by reducing budget variances to less than 5%
- Set clear and precise budget guidelines for all departments
- Monitor and analyze spending consistently to identify variances
- Implement regular budget reviews and adjustments as needed
- Training 80% of the management team on advanced budget management techniques
- Identify individuals needing advanced budget management training
- Execute training sessions and assess understanding
- Schedule training sessions with a qualified trainer
- Establish a monthly budget review process involving all department heads
- Involve all department heads in meetings
- Organize a routine budget review meeting
- Implement regular budget adjustments based on feedback
8. 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
9. 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
10. OKRs to establish a comprehensive Career Development Program
- Establish a comprehensive Career Development Program
- Enroll 50% employees in career development courses or workshops
- Measure and achieve a 25% increase in internal promotions or role advancements
- Regularly review individual performance and potential for advancement
- Implement robust employee development programs
- Define clear career progression pathways within the organization
- Design a robust career development framework for all department employees
- Research successful career development frameworks in similar industries
- Survey employees to identify desired career progression and development areas
- Draft a tailorable framework focusing on development, progression, and mentorship
11. OKRs to enhance employees' alignment with the organization's objectives and culture
- Enhance employees' alignment with the organization's objectives and culture
- Increase the average score from employee engagement survey by 20%
- Establish an open feedback culture promoting transparency and honesty
- Implement training programs focused on communication and team-building skills
- Enhance employee recognition and reward strategies
- Conduct 5 company-culture training sessions to all departments
- Identify key elements of the company culture for training
- Schedule department-wide sessions to communicate timelines
- Plan, outline, and prepare the 5 training sessions
- Achieve 90% successful completion of individual performance targets connected to organisation's objective
- Regularly review personal KPIs aligned with organizational objectives
- Develop execution strategies for each performance target
- Continuously analyze and improve current performance methods
12. 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
13. OKRs to initiate team building activities to foster stronger connections
- Initiate team building activities to foster stronger connections
- Increase the team communication score by 30% compared to the previous quarter
- Encourage regular team meetings for updates
- Introduce a daily communication tool/platform
- Implement weekly team-building exercises
- Achieve an average team satisfaction rate of 80% from post-activity surveys
- Develop a comprehensive post-activity satisfaction survey
- Establish a feedback-action system to address issues
- Implement regular team building activities
- Plan and conduct at least two team-building activities per month
- Allocate resources and schedule the activities
- Identify suitable team-building activities
- Evaluate activity effectiveness afterwards
14. 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
15. OKRs to enhance collaborative capabilities as an HR specialist partnering in team activities
- Enhance collaborative capabilities as an HR specialist partnering in team activities
- Enhance conflict resolution skills by completing a certified course in 3 months
- Enroll in a suitable certified course
- Research accredited conflict resolution courses
- Consistently engage in course activities and assignments
- Improve internal communication by superintending a 15% reduction in misunderstanding incidents
- Develop a transparent incident reporting system
- Implement clarity training for all staff members
- Regularly review communication protocols
- Facilitate 4 effective team-building exercises leading to a 20% increase in engagement
- Plan and schedule 4 team-building activities
- Research proven team-building exercises suited for your team
- Evaluate engagement levels before and after exercises
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's audit dashboard will highlight opportunities to improve OKRsTip #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's check-ins will save you hours and increase transparencyTip #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.
Tability's Strategy Map makes it easy to see all your org's OKRsIf 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 simplify API architecture and retire outdated assets
- OKRs to establish a comprehensive Operational Excellence Program
- OKRs to enhance collaboration and stimulate thought leadership
- OKRs to ensure successful completion of Annual Audit Plan
- OKRs to secure admission in a reputed college post May 21
- OKRs to achieve academic success and maintain sports eligibility
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
What's next? Try Tability's goal-setting AI
You can create an iterate on your OKRs using Tability's unique goal-setting AI.
Watch the demo below, then hop on the platform for a free trial.