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10 OKR examples for Onboarding Team Manager

What are Onboarding Team Manager OKRs?

The OKR acronym stands for Objectives and Key Results. It's a goal-setting framework that was introduced at Intel by Andy Grove in the 70s, and it became popular after John Doerr introduced it to Google in the 90s. OKRs helps teams has a shared language to set ambitious goals and track progress towards them.

Formulating strong OKRs can be a complex endeavor, particularly for first-timers. Prioritizing outcomes over projects is crucial when developing your plans.

We've tailored a list of OKRs examples for Onboarding Team Manager to help you. You can look at any of the templates below to get some inspiration for your own goals.

If you want to learn more about the framework, you can read our OKR guide online.

Building your own Onboarding Team Manager OKRs with AI

Using Tability AI to draft complete strategies in seconds

While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here.

You can use Tability's AI generator to create tailored OKRs based on your specific context. Tability can turn your objective description into a fully editable OKR template -- including tips to help you refine your goals.

See it in action in the video below 👇

Using the AI generator, you can:

  • Chat with an AI to draft your goals
  • Ask questions or provide feedback to refine the OKRs
  • Import the suggestion in an editor designed for goal setting
  • Switch back to a goal-tracking view in 1-click

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Using the free OKR generator to get a quick template

If you're just looking for some quick inspiration, you can also use our free OKR generator to get a template.

Unlike with Tability, you won't be able to iterate on the templates, but this is still a great way to get started.

Our Onboarding Team Manager OKRs examples

You'll find below a list of Objectives and Key Results templates for Onboarding Team Manager. We also included strategic projects for each template to make it easier to understand the difference between key results and projects.

Hope you'll find this helpful!

1OKRs to successfully prepare for next country onboarding

  • ObjectiveSuccessfully prepare for next country onboarding
  • KREstablish and sustain an 80% progress on the designated onboarding implementation plan
  • TaskImplement continuous communication system for feedback
  • TaskSet key metrics to track onboarding plan progress
  • TaskRegularly review and adjust strategies as needed
  • KRIdentify and resolve 90% of potential logistical issues in target country
  • TaskConduct thorough research on the target country's logistics
  • TaskDevelop solutions and implement changes to resolve issues
  • TaskIdentify potential logistical issues from gathered data
  • KRCarry out 3 comprehensive training sessions for onboarding team
  • TaskDevelop a detailed curriculum for the three training sessions
  • TaskSchedule and organize the three training sessions
  • TaskConduct follow-up assessments after each session
Tability

2OKRs to establish a robust “People & Network Engagement” team

  • ObjectiveEstablish a robust “People & Network Engagement” team
  • KRCommence recruitment drive and shortlist potential candidates
  • TaskPublish job postings on relevant recruitment platforms
  • TaskOutline job descriptions and qualifications for open positions
  • TaskScreen resumes and select potential candidates
  • KRIdentify and outline necessary job roles for the new team
  • TaskReview project requirements to determine necessary roles
  • TaskDraft proposed team structure and roles
  • TaskOutline responsibilities and skills for each role
  • KRSuccessfully hire and onboard X team members
  • TaskIdentify necessary roles and required skillsets for X team members
  • TaskCreate and implement a comprehensive onboarding program for new hires
  • TaskConduct interviews and complete hiring paperwork for selected candidates

3OKRs to establish a high-performing IT team

  • ObjectiveEstablish a high-performing IT team
  • KRAchieve 90% team satisfaction rate through team-building activities and growth opportunities
  • TaskCreate and offer regular professional development opportunities
  • TaskConduct monthly team satisfaction surveys and feedback sessions
  • TaskImplement weekly team-building exercises and workshops
  • KRRecruit and onboard 5 IT professionals with diverse expertise
  • TaskDevelop an effective onboarding process
  • TaskLaunch a targeted recruitment campaign
  • TaskIdentify 5 diverse IT roles needed in the company
  • KRDevelop and implement an IT team onboarding program for swift integration
  • TaskDesign comprehensive IT team training materials
  • TaskImplement onboarding process in the HR system
  • TaskIdentify essential skills needed for the IT team

4OKRs to establish a proficient AI team with skilled ML engineers and product manager

  • ObjectiveEstablish a proficient AI team with skilled ML engineers and product manager
  • KRRecruit an experienced AI product manager with a proven track record
  • TaskReach out to AI professionals on LinkedIn
  • TaskPost the job ad on AI and tech-focused job boards
  • TaskDraft a compelling job description for the AI product manager role
  • KRConduct an effective onboarding program to integrate new hires into the team
  • TaskArrange team building activities to promote camaraderie
  • TaskDevelop a comprehensive orientation package for new hires
  • TaskAssign mentors to guide newcomers in their roles
  • KRInterview and hire 5 qualified Machine Learning engineers
  • TaskConduct interviews and evaluate candidates based on benchmarks
  • TaskPromote job vacancies on recruitment platforms and LinkedIn
  • TaskDevelop detailed job descriptions for Machine Learning engineer positions

5OKRs to boost the effectiveness of SaaS onboarding process

  • ObjectiveBoost the effectiveness of SaaS onboarding process
  • KRElevate customer's successful onboarding completion rate by 20%
  • TaskIntroduce interactive tutorials and guides
  • TaskImplement a structured follow-up system for user assistance
  • TaskSimplify the onboarding process to decrease user confusion
  • KRImprove feedback ratings on customer onboarding experience by 15%
  • TaskImplement needed improvements based on customer feedback
  • TaskDevelop a comprehensive onboarding guide for new customers
  • TaskInitiate customer satisfaction surveys post-onboarding
  • KRReduce the average time for onboarding completion by 30%
  • TaskImplement efficient, digital onboarding tools
  • TaskStreamline the onboarding process by removing unnecessary steps
  • TaskOffer comprehensive training for new hires

6OKRs to enhance the new hire pre-onboarding experience

  • ObjectiveEnhance the new hire pre-onboarding experience
  • KRImplement digital automation for at least 50% of pre onboarding process
  • TaskDevelop and deploy the automation processes
  • TaskSelect appropriate digital automation tool or platform
  • TaskIdentify which pre-onboarding processes are automatable
  • KRDecrease time to complete pre-onboarding tasks by 25%
  • TaskImplement an interactive onboarding checklist for new hires
  • TaskAutomate paperwork with digital forms and signatures
  • TaskStreamline pre-onboarding process by eliminating redundant steps
  • KRIncrease new hire satisfaction rate post-pre onboarding to 90%
  • TaskSchedule regular check-ins with recent hires
  • TaskEnhance onboarding process based on feedback
  • TaskImplement mentorship program for all incoming hires

7OKRs to develop high-performing distribution teams via effective hiring and onboarding

  • ObjectiveDevelop high-performing distribution teams via effective hiring and onboarding
  • KRAchieve a 90% retention rate among new hires after the first 90 days
  • TaskEstablish clear communication between management and employees
  • TaskRegularly provide constructive feedback and support
  • TaskImplement an effective onboarding process for new hires
  • KRImplement a comprehensive onboarding program for 100% of new hires
  • TaskIdentify essential company knowledge for comprehensive onboarding
  • TaskCompile resources and material for onboarding program
  • TaskSchedule onboarding sessions for all new hires
  • KRIncrease the recruitment of qualified candidates by 30%
  • TaskLeverage LinkedIn for headhunting and networking
  • TaskEnhance job advertisements to attract more qualified applicants
  • TaskAttend industry-specific career fairs and conventions

8OKRs to enhance the employee adaptation process for better integration

  • ObjectiveEnhance the employee adaptation process for better integration
  • KRImplement a new orientation program for 80% of newly hired employees
  • TaskDevelop metric tools to track program participation and effectiveness
  • TaskAssign a team to implement and oversee the new orientation program
  • TaskDesign an effective, comprehensive orientation structure for new hires
  • KRIncrease employee engagement score by 25% after 3 months of employment
  • TaskConduct consistent one-on-one check-ins with each employee
  • TaskImplement regular team-building activities
  • TaskUse recognition programs to reward outstanding work
  • KRDecrease average time to full productivity for new hires by 20%
  • TaskInclude performance tracking in the first week
  • TaskProvide mentorship programs for quicker skill acquisition
  • TaskImplement an intensive, streamlined onboarding program
Tability

9OKRs to streamline the volunteer onboarding process for efficiency

  • ObjectiveStreamline the volunteer onboarding process for efficiency
  • KRImplement a digital onboarding process, reducing paperwork by 80%
  • TaskTrain staff on using and managing the digital process
  • TaskDevelop a digital form for the employee onboarding process
  • TaskTransition all traditional paperwork to the new system
  • KRReduce the average onboarding time per volunteer by 50%
  • TaskImplement an efficient volunteer scheduling system
  • TaskSimplify the volunteer application process
  • TaskProvide pre-orientation training materials online
  • KRIncrease volunteer retention rate within their first month by 30%
  • TaskImplement a mentorship program for new volunteers
  • TaskOrganize engaging team-building activities
  • TaskRegularly recognize and appreciate volunteer contributions

10OKRs to minimize customer touchpoints during onboarding

  • ObjectiveMinimize customer touchpoints during onboarding
  • KRDecrease customer contact rate by 25% throughout the onboarding process
  • TaskAutomate common queries using chatbots
  • TaskImplement a self-service portal for customers
  • TaskDevelop a comprehensive FAQ section
  • KRImplement a self-service portal to handle at least 30% of inquiries
  • TaskPromote portal usage to customers via various channels
  • TaskTrain staff to update and maintain the portal's content
  • TaskIdentify software for creating a user-friendly self-service portal
  • KRIncrease first call resolution rate to 60% or higher
  • TaskImplement policies for effective call handling
  • TaskRegularly review and improve scripts
  • TaskProvide comprehensive training for customer service representatives

Onboarding Team Manager OKR best practices

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

Having too many OKRs is the #1 mistake that teams make when adopting the framework. The problem with tracking too many competing goals is that it will be hard for your team to know what really matters.

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.

Tip #2: Commit to weekly OKR check-ins

Setting good goals can be challenging, but without regular check-ins, your team will struggle to make progress. We recommend that you track your OKRs weekly to get the full benefits from the framework.

Being able to see trends for your key results will also keep yourself honest.

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 track your Onboarding Team Manager OKRs

Your quarterly OKRs should be tracked weekly in order to get all the benefits of the OKRs 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

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 Onboarding Team Manager OKR templates

We have more templates to help you draft your team goals and OKRs.