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8 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.

Our 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!

OKRs to establish Conditions for Fast Decision-Making Processes

  • ObjectiveEstablish Conditions for Fast Decision-Making Processes
  • Key ResultImplement 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
  • Key ResultDecrease average decision-making time by 20%
  • TaskImplement streamlined decision-making procedures
  • TaskConduct training sessions on efficient decision making
  • TaskAdopt computerized decision support systems
  • Key ResultTrain 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 enhance inter-departmental collaboration for effective social media operations

  • ObjectiveEnhance inter-departmental collaboration for effective social media operations
  • Key ResultPioneer a shared, online document housing all social media initiatives and updates
  • TaskCreate structure for social media initiatives document
  • TaskIdentify suitable online platform for shared document storage
  • TaskUpdate document regularly with initiatives and updates
  • Key ResultImplement weekly cross-departmental meetings focused on social media strategy by month-end
  • TaskCreate a recurring weekly meeting schedule
  • TaskOutline the meeting agenda focusing on social media
  • TaskIdentify key representatives from each department
  • Key ResultIncrease shared social media projects between departments by 20%
  • TaskImplement regular shared social media project progress reports across departments
  • TaskDevelop a centralized social media project management tool for all departments
  • TaskInitiate weekly interdepartmental brainstorming sessions on social media projects

OKRs to boost employee satisfaction post-adaptation

  • ObjectiveBoost employee satisfaction post-adaptation
  • Key ResultIncrease 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
  • Key ResultAchieve 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
  • Key ResultReduce 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 our performance measurement and reporting

  • ObjectiveEnhance our performance measurement and reporting
  • Key ResultImprove clarity and precision of all reports, targeting a 95% comprehension rate
  • TaskIncorporate visuals to increase report understanding
  • TaskImplement clear, concise language in all report writing
  • TaskConduct regular report comprehension checks
  • Key ResultImplement an analytics tool to track performance metrics across all departments
  • TaskIdentify key performance indicators for each department
  • TaskTrain department heads on how to use the tool
  • TaskResearch and choose a suitable analytics tool
  • Key ResultIncrease reporting accuracy by reviewing and correcting discrepancies by 20%
  • TaskIdentify and review current reports for errors
  • TaskImplement strict data verification measures
  • TaskCorrect discrepancies found in data reports

OKRs to drive company transformation through HR technology and leadership model redesign

  • ObjectiveDrive company transformation through HR technology and leadership model redesign
  • Key ResultTrain 95% of staff on the new HR tech systems by end of quarter
  • TaskSchedule HR tech systems training sessions for all staff members
  • TaskProvide additional training for those who missed initial sessions
  • TaskMonitor and record participation in training sessions
  • Key ResultDeploy new HR technology systems to 100% of departments
  • TaskSelect and procure new HR technology systems
  • TaskImplement and test new systems across all departments
  • TaskIdentify current HR technology systems in all departments
  • Key ResultDesign and implement a new leadership model in at least 3 departments
  • TaskIdentify key qualities for the new leadership model
  • TaskMonitor and evaluate implemented changes
  • TaskTrain department heads in this model

OKRs to streamline the company's recruitment process

  • ObjectiveStreamline the company's recruitment process
  • Key ResultIncrease new hire retention rate by 10% through improved onboarding processes
  • TaskDevelop a comprehensive and engaging employee onboarding program
  • TaskProvide mentorship opportunities for new employees
  • TaskImplement regular check-ins with new hires
  • Key ResultReduce hiring process time by 30% while maintaining quality of hires
  • TaskImplement an efficient applicant tracking system
  • TaskStreamline the interview and selection process
  • TaskConduct timely background and reference checks
  • Key ResultImplement a standardized interviewing system across all departments
  • TaskDevelop a standard interview protocol for all departments
  • TaskTrain hiring managers on the new interview system
  • TaskMonitor and adjust the system based on feedback

OKRs to enhance teamwork across different departments

  • ObjectiveEnhance teamwork across different departments
  • Key ResultAchieve 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
  • Key ResultImplement 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
  • Key ResultIncrease 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

OKRs to equip departments with OKR skills

  • ObjectiveEquip departments with OKR skills
  • Key ResultMeasure and track departments' progress in using OKRs to improve performance
  • TaskImplement a system for departments to input and update their OKRs regularly
  • TaskConduct regular reviews to identify areas where departments can improve their usage of OKRs
  • TaskEstablish a platform or tool to track and visualize departments' progress and performance with OKRs
  • TaskDevelop a standardized framework for evaluating departmental performance based on OKR achievement
  • Key ResultConduct OKR training sessions for all departments
  • Key ResultAssess departments' understanding and application of OKRs through a written test
  • Key ResultProvide ongoing coaching and support to departments in implementing OKRs
  • TaskDevelop and provide resources, such as training materials and best practice examples
  • TaskConduct workshops or webinars to address implementation challenges and provide additional coaching
  • TaskSchedule regular check-ins with department heads to review progress and offer guidance
  • TaskEstablish an open communication channel for departments to seek guidance and share updates

Best practices for managing your Department Teams OKRs

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 DashboardTability's audit dashboard will highlight opportunities to improve OKRs

Tip #2: Commit to the weekly 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 DashboardTability's check-ins will save you hours and increase transparency

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 below). 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.

Building your own Department Teams OKRs with AI

While we have some examples below, it's likely that you'll have specific scenarios that aren't covered here. There are 2 options available to you.

Best way to track your Department Teams OKRs

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 TabilityTability's Strategy Map makes it easy to see all your org's OKRs

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 resources

Here are a list of resources to help you adopt the Objectives and Key Results framework.