3 customisable OKR examples for Talent Strategies

What are Talent Strategies 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.

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 Strategies 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.

Building your own Talent Strategies 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:

Our customisable Talent Strategies OKRs examples

You'll find below a list of Objectives and Key Results templates for Talent Strategies. 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!

1. OKR to improve indirect purchasing to support HR's talent strategies

  • ObjectiveImprove indirect purchasing to support HR's talent strategies
  • Key ResultNegotiate 10% cost reduction in vendor contracts for HR tools and services
  • TaskDevelop a negotiation strategy focusing on cost reduction
  • TaskIdentify key vendors and analyze existing contracts for negotiation leverage
  • TaskOrganize meetings with vendors to discuss contract renegotiations
  • Key ResultEstablish long-term partnerships with 3 quality talent sourcing agencies
  • TaskSchedule meetings to discuss partnership opportunities
  • TaskResearch and identify potential talent sourcing agencies
  • TaskNegotiate and finalize the agreements
  • Key ResultImplement benefits package appealing to 85% of potential talents by surveying industry standards
  • TaskConduct a survey of industry standards for benefits packages
  • TaskAnalyze survey results to identify popular benefits
  • TaskDesign benefits package based on analyzed data

2. OKR to implement effective talent acquisition strategies

  • ObjectiveStrengthen talent acquisition process
  • Key ResultImplement at least 2 new sourcing channels
  • Key ResultReduce time-to-hire by 15%
  • Key ResultIncrease candidate pool diversity by 20%
  • Key ResultImprove candidate satisfaction score by 10 points

3. OKR to enhance talent retention strategies

  • ObjectiveEnhance talent retention strategies
  • Key ResultImplement 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
  • Key ResultIncrease 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
  • Key ResultReduce 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

Best practices for managing your Talent Strategies 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 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.

Best way to track your Talent Strategies 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

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.

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 Talent Strategies 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.

Create more examples in our app

You can use Tability to create OKRs with AI – and keep yourself accountable 👀

Tability is a unique goal-tracking platform built to save hours at work and help teams stay on top of their goals.

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