Table of content

4 OKR examples for Mentorship

What are Mentorship 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 Mentorship. 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.

Our Mentorship OKRs examples

You will find in the next section many different Mentorship 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 career growth of junior team members through mentorship

  • ObjectiveEnhance career growth of junior team members through mentorship
  • Key ResultImprove junior team members' project completion rate by 20%
  • TaskProvide constructive feedback and guidance frequently
  • TaskEstablish a mentorship program within the team
  • TaskImplement regular hands-on training sessions for junior team members
  • Key ResultConduct weekly personalized training sessions for each junior team member
  • TaskIdentify individual training needs for every junior team member
  • TaskDedicate time to execute training sessions weekly
  • TaskDevelop weekly personalized training plans
  • Key ResultAchieve a 15% increase in junior team members assuming leadership roles in projects
  • TaskImplement leadership training programs for junior team members
  • TaskCreate opportunities for mentorship from senior leaders
  • TaskDelegate more responsibilities to promising junior members

OKRs to enhance employee recruitment, mentorship and development strategies

  • ObjectiveEnhance employee recruitment, mentorship and development strategies
  • Key ResultRecruit and onboard 15 new high-potential employees
  • TaskIdentify talent through LinkedIn and job board searches
  • TaskArrange interviews with selected candidates
  • TaskDevelop comprehensive onboarding plan for new hires
  • Key ResultEstablish mentorship programs impacting 80% of team
  • TaskIdentify potential mentors within the organization
  • TaskDevelop a structured mentorship program outline
  • TaskImplement program and monitor participation rates
  • Key ResultEnsure 70% of employees engage in at least one development program
  • TaskMonitor and announce progress towards target regularly
  • TaskPromote benefits of development programs to all staff
  • TaskOversee individual sign-ups for at least one program

OKRs to optimize onboarding process for call center recruits

  • ObjectiveOptimize onboarding process for call center recruits
  • Key ResultReduce new hire training period by 15%
  • TaskDevelop concise, effective training materials
  • TaskStreamline onboarding with a mentorship program
  • TaskImplement intensive, job-specific training sessions
  • Key ResultEnsure 100% of new hires complete a capsule project within the first week
  • TaskProvide necessary resources and support to new hires
  • TaskCreate a tracking system to monitor project completion
  • TaskDevelop and distribute a standard capsule project for all new hires
  • Key ResultAchieve 95% new hire satisfaction with the onboarding process
  • TaskConduct satisfaction surveys post-onboarding
  • TaskImplement a comprehensive onboarding program
  • TaskAddress feedback to improve the process

OKRs to foster inclusivity in the workplace

  • ObjectiveFoster inclusivity in the workplace
  • Key ResultConduct diversity and inclusion training for all employees
  • TaskDevelop an inclusive training program with modules covering diversity and inclusion topics
  • TaskEvaluate the effectiveness of the training through post-training surveys and feedback sessions
  • TaskCreate interactive activities and discussions to encourage employee engagement during the training
  • TaskSchedule and coordinate training sessions for all employees across different departments
  • Key ResultImplement mentorship programs to support career development for diverse employees
  • TaskIdentify senior leaders who can serve as mentors for diverse employees
  • TaskPromote mentorship opportunities and encourage employees to participate through internal communications
  • TaskEvaluate the success of the mentorship program and make necessary adjustments for continuous improvement
  • TaskDevelop mentorship guidelines and resources to ensure consistency and effectiveness
  • Key ResultIncrease representation of underrepresented groups in the workforce by 10%
  • Key ResultEstablish an anonymous feedback system to gather input on inclusivity efforts
  • TaskResearch and select a secure online platform for anonymous feedback collection
  • TaskPromote and communicate the anonymous feedback system across the organization
  • TaskRegularly review and analyze the received feedback to inform and improve inclusivity efforts
  • TaskCreate clear guidelines and instructions for submitting anonymous feedback

Best practices for managing your Mentorship 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 Mentorship 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 Mentorship OKRs

OKRs without regular progress updates are just KPIs. You'll need to update progress on your OKRs every week to get the full benefits from the framework. 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

We recommend using a spreadsheet for your first OKRs cycle. You'll need to get familiar with the scoring and tracking first. Then, you can scale your OKRs process by using a proper OKR-tracking tool for it.

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 Mentorship 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.