4 customisable OKR examples for Employee Onboarding
What are Employee Onboarding 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.
Writing good OKRs can be hard, especially if it's your first time doing it. You'll need to center the focus of your plans around outcomes instead of projects.
We understand that setting OKRs can be challenging, so we have prepared a set of examples tailored for Employee Onboarding. Take a peek at the templates below to find inspiration and kickstart your goal-setting process.
If you want to learn more about the framework, you can read our OKR guide online.
Building your own Employee Onboarding 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 Employee Onboarding OKRs examples
You will find in the next section many different Employee Onboarding 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 establish a comprehensive new hire onboarding program
Establish a comprehensive new hire onboarding program
Develop a clear, structured onboarding plan within the first 2 weeks
Outline a schedule for training sessions, workshops, and meetings- Prepare a comprehensive, easy-to-follow onboarding guide
- Identify key roles, responsibilities, and systems new hires must understand
- Achieve 90% satisfaction rate on new hire feedback surveys about onboarding experience
- Develop a detailed, comprehensive onboarding program with clear expectations
- Collect regular feedback from new hires and implement necessary adjustments
- Provide consistent mentorship and support for new employees during onboarding
- Train 100% of HR team to effectively implement onboarding program
- Choose appropriate training resources or programs
- Schedule and oversee training sessions
- Identify existing knowledge gaps in the HR team's onboarding skills
2. OKRs to enhance the employee adaptation process for better integration
- Enhance the employee adaptation process for better integration
- Implement a new orientation program for 80% of newly hired employees
- Develop metric tools to track program participation and effectiveness
- Assign a team to implement and oversee the new orientation program
- Design an effective, comprehensive orientation structure for new hires
- Increase employee engagement score by 25% after 3 months of employment
- Conduct consistent one-on-one check-ins with each employee
- Implement regular team-building activities
- Use recognition programs to reward outstanding work
- Decrease average time to full productivity for new hires by 20%
- Include performance tracking in the first week
- Provide mentorship programs for quicker skill acquisition
- Implement an intensive, streamlined onboarding program
3. OKRs to build a superb employee onboarding program
- Build a world-class employee onboarding program
- Reduce service desks enquiries from new hires in week-1 by 20%
- 100% of new recruits have their workstation setup on day 1
- 80% of new hires manage to complete their onboarding checklist in the first 30 days.
- Improve onboarding satisfaction score from 70% to 90%
4. OKRs to transform the pre-start employee journey after offer acceptance
- Transform the pre-start employee journey after offer acceptance
- Design and implement a new digital onboarding platform for 90% user satisfaction
- Develop a user-friendly and interactive design for platform
- Conduct regular user satisfaction surveys and adjust accordingly
- Identify user requirements and expectations for the onboarding platform
- Achieve a 30% reduction in time-to-productivity for new hires
- Provide industry-specific training immediately
- Assign new hires a mentor for guidance
- Implement a comprehensive, streamlined onboarding process
- Reduce open query rates by 70% through proactive communication
- Implement an automated response system for instant replies
- Develop an FAQ section addressing common queries
- Implement a routine for regular client updates on query status
Employee Onboarding 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 Employee Onboarding 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
Most teams should start with a spreadsheet if they're using OKRs for the first time. Then, once you get comfortable you can graduate to a proper OKRs-tracking tool.
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 Employee Onboarding OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to promote and cultivate a diverse and inclusive workplace culture
- OKRs to create a successful MVP
- OKRs to create an influential digital platform for societal issues
- OKRs to enhance leadership skills in the finance department
- OKRs to be the employer of choice in our industry
- OKRs to improve procurement documentation through thorough auditing
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 👀
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