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10 OKR examples for Talent Development

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What are Talent Development 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 Talent Development 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.

How to write your own Talent Development OKRs

1. Get tailored OKRs with an AI

You'll find some examples below, but it's likely that you have very specific needs that won't be covered.

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.

Tability will then use your prompt to generate a fully editable OKR template.

Watch the video below to see it in action 👇

Option 2. Optimise existing OKRs with Tability Feedback tool

If you already have existing goals, and you want to improve them. You can use Tability's AI feedback to help you.

AI feedback for OKRs in TabilityTability's Strategy Map makes it easy to see all your org's OKRs

Tability will scan your OKRs and offer different suggestions to improve them. This can range from a small rewrite of a statement to make it clearer to a complete rewrite of the entire OKR.

You can then decide to accept the suggestions or dismiss them if you don't agree.

Option 3. Use the free OKR generator

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.

Talent Development OKRs examples

We've added many examples of Talent Development Objectives and Key Results, but we did not stop there. Understanding the difference between OKRs and projects is important, so we also added examples of strategic initiatives that relate to the OKRs.

Hope you'll find this helpful!

OKRs to become a top-performing, talent-nurturing enterprise

  • ObjectiveBecome a top-performing, talent-nurturing enterprise
  • KRReduce turnover rate by 15% through enhanced job satisfaction initiatives
  • TaskInitiate regular staff recognition and reward programs
  • TaskEstablish flexible work schedules for better work-life balance
  • TaskImplement professional development programs for skill enhancement
  • KRImplement a talent development program yielding 25% employee progression in skill sets
  • TaskConduct a needs assessment to identify skill gaps in current employees
  • TaskMonitor, track, and report on employee skill progression
  • TaskDevelop a comprehensive talent development program targeting those gaps
  • KRIncrease employee engagement scores by 30% through improved internal communication platforms
  • TaskEstablish a comprehensive internal newsletter for company updates
  • TaskArrange monthly online interactive team-building activities
  • TaskImplement advanced communication tools like Slack or Microsoft Teams

OKRs to reinforce One Intel team culture and nurture talent effectively

  • ObjectiveReinforce One Intel team culture and nurture talent effectively
  • KRFacilitate skills enhancement training for 80% of team members
  • TaskIdentify necessary skills for enhancement based on team's job roles
  • TaskDevelop or source relevant training program for identified skills
  • TaskSchedule and coordinate team members participation in training
  • KRIncrease employee engagement survey scores by 20%
  • TaskInitiate periodic career development and training programs
  • TaskImplement regular team-building activities and exercises
  • TaskEncourage open communication and welcome feedback
  • KRReduce employee turnover rate by 10%

OKRs to enhance personal communication proficiency

  • ObjectiveEnhance personal communication proficiency
  • KRRead 3 books on interpersonal communication and conversation techniques
  • TaskPurchase or borrow selected books
  • TaskResearch and select 3 books on interpersonal communication
  • TaskSchedule regular reading sessions to complete all books
  • KRPractice active listening in 20 different conversations to gain feedback
  • TaskSeek constructive feedback post conversation to improve listening skills
  • TaskFocus on comprehending and responding thoughtfully during these conversations
  • TaskInitiate 20 varied conversations geared towards active listening
  • KRAttend 2 advancing communication workshops remotely
  • TaskSchedule time to attend the workshops remotely
  • TaskResearch and select 2 online communication workshops
  • TaskRegister for the chosen workshops

OKRs to expand organizational size and personnel capabilities

  • ObjectiveExpand organizational size and personnel capabilities
  • KRImplement 100% training for all new hires within their first week
  • TaskDevelop comprehensive training program for all new hires
  • TaskSchedule training sessions within first week of employment
  • TaskMonitor and assess new hires' progress post-training
  • KRIncrease total staff by 10% through strategic recruitment
  • TaskIdentify necessary roles to fill for 10% staff increase
  • TaskBegin implementing recruitment plan to attract new hires
  • TaskDevelop a strategic recruitment plan targeting these roles
  • KRAchieve 15% more workload efficiency through advanced training and development programs
  • TaskEnroll team in relevant advanced training programs
  • TaskIdentify critical performance gaps in current workload handling
  • TaskPeriodically measure efficiency improvements post-training

OKRs to enhance skill set of existing workforce to address talent scarcity

  • ObjectiveEnhance skill set of existing workforce to address talent scarcity
  • KRAchieve 80% successful completion rate for upskilling initiatives
  • TaskImplement engaging, efficient upskilling programs
  • TaskIdentify essential skills needed for optimum job performance
  • TaskMonitor progress and provide encouragement and resources
  • KRIncrease enrollments in training programs by 75%
  • TaskImplement aggressive marketing campaigns targeting potential trainees
  • TaskEnhance program structure to make it more attractive
  • TaskProvide special discounts or offers for new enrollees
  • KRImprove post-training productivity metrics by 30%
  • TaskDevelop personalized post-training productivity goals for each employee
  • TaskImplement regular check-ins for progress monitoring and feedback
  • TaskDesign refresher courses to reinforce training materials

OKRs to scale the team by hiring and onboarding key talent to support business expansion

  • ObjectiveExpand the business by scaling the team with quality personnel
  • KRHire and onboard 3 experienced sales executives
  • KREnhance team diversity by 20% via targeted recruitment strategy
  • KRReduce time-to-fill open positions by 50% through process improvement
  • KRRecruit and integrate 2 seasoned marketing specialists

OKRs to accelerate understanding and mastery of company's business and processes

  • ObjectiveAccelerate understanding and mastery of company's business and processes
  • KRGain necessary certification or validation, if any, related to the business operations by Week 6
  • KRComplete onboarding process and training modules with 100% score by end of Week 2
  • TaskReview the onboarding process and training module guidelines thoroughly
  • TaskPractice modules daily to maintain knowledge retention
  • TaskEnsure completion and master all assessments by Week 2
  • KRDemonstrate understanding by identifying and proposing improvements to existing workflow by Week 4
  • TaskAnalyze current workflow for potential inefficiencies
  • TaskDevelop concrete suggestions for workflow improvements
  • TaskPresent proposed changes by Week 4

OKRs to enhance the resilience of team communication

  • ObjectiveEnhance the resilience of team communication
  • KRTrain 100% of team members in active listening and conflict management techniques
  • TaskSchedule training sessions for all team members
  • TaskIdentify a reputable training provider for active listening and conflict management
  • TaskFollow up with assessments to ensure understanding and application
  • KRImplement a weekly team check-in and feedback routine
  • TaskEncourage team members to share updates
  • TaskPrepare an agenda for feedback discussion
  • TaskSchedule a weekly recurring team meeting
  • KRMeasure and improve team communication satisfaction score by 30%
  • TaskIdentify current communication flaws through team feedback surveys
  • TaskImplement improved communication strategies and tools
  • TaskRegularly monitor and evaluate communication satisfaction

OKRs to enhance talent retention strategies

  • ObjectiveEnhance talent retention strategies
  • KRImplement training programs to improve skills of at least 75% of the employees
  • TaskImplement and monitor said training programs
  • TaskDevelop appropriate training programs in those areas
  • TaskIdentify areas of skill deficiency among employees
  • KRIncrease employee engagement scores by 15% through enhanced communication strategies
  • TaskIntroduce an open-door policy for improved cross-level communication
  • TaskConduct regular, structured feedback sessions to address employee concerns
  • TaskImplement weekly team meetings to discuss objectives and progress
  • KRReduce staff turnover by 10% by implementing a comprehensive employee satisfaction program
  • TaskImplement feedback from satisfaction surveys
  • TaskDevelop an employee satisfaction program
  • TaskConduct regular employee satisfaction surveys

OKRs to implement an efficient vendor invoice tracker

  • ObjectiveImplement an efficient vendor invoice tracker
  • KRValidate the prototype with at least 3 different members of the talent acquisition team
  • TaskSchedule feedback sessions with each member
  • TaskIdentify three team members for prototype validation
  • TaskShare the prototype with selected team members
  • KRDesign a comprehensive prototype of the invoice tracker within 4 weeks
  • TaskDraft preliminary design and functionality notes for invoice tracker
  • TaskDevelop and refine prototype based on initial design plans
  • TaskConduct thorough tests and improve upon the prototype
  • KREnsure 90% of vendor invoices are processed through the tracker by project end
  • TaskMonitor tracking system regularly to assess progress
  • TaskTrain staff on proper invoice tracking procedures
  • TaskImplement invoice tracking system for vendor billings

Talent Development 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

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.

Tip #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.

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 Talent Development OKRs

Quarterly OKRs should have weekly updates to get all the benefits from the framework. Reviewing progress periodically has several advantages:

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.

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 Talent Development OKR templates

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

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