Therefore, it’s critically important to make sure you’re setting CEO-level goals effectively.

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1. Can you give me examples of good Administrative/Operations OKRs? Ensure executives arrive to all scheduled meetings and events on time. Transfer all company and client records to the cloud. Often when we think of OKRs, we think of big stretch sales goals and the development of game-changing products and services. While poorly-organized admin and operations teams can hold a company back from reaching its full potential. Bruce Gil (@brucgl) is a Las Vegas-based writer and journalist who writes about leadership, team management, and international entrepreneurship. In this interactive tour, you will get hands-on experience using Workfront. OBJECTIVE: Launch the new monthly newsletter successfully. In this article, you’ll learn about the importance of setting OKRs and find an extensive list of OKR samples and examples for a range of businesses, as well as for individual departments. If you aren't sure where to start with writing your OKRs, take a look at our OKR examples including company-wide examples, OKR examples for executives, and OKRs for specific departments in your organization. This OKR example … To help you we’ve created some OKR examples for you to use. Try Weekdone. Need an OKR software tool? George Babu has had a multi-hyphenate career with OKRs. Here are some examples of administrative OKRs: OKRs can help you get more out of your office and staff. In an OKR implementation, the objective is qualitative and answers the question of what is to be accomplished. Author:

That’s why it’s vital to recognize that there are always ways to improve routine work. Do you need the best Chief Of Staff resume? When getting started with OKRs — Objectives and Key Results — the most common questions we get at Weekdone are:. How to write good OKRs? Building on a career-long legacy of sharing the power of OKRs with established and emerging leaders alike, Measure What Matters includes a broad range of first-person accounts that demonstrate the focus, ambition, and explosive growth that OKRs have spurred at so many great organizations. Find a supplier for food and drinks in the office. Key results (KRs) are specific, measurable, and time-bound. What should I put in my Administrative/Operations OKRs? What are the foundations of successful OKR culture? Choose and launch new document sharing platform; Have each of 17 teams create their own directory structure for documents Good, well constructed OKRs increase performance. Publish 5 new partner-focused whitepapers by Q1, Launch 7 webinars to educate our partners, Do a 5-city Lunch & Learn event for partners, OBJECTIVE: Generate new bookings pipeline, Keep pipeline above 5x of quota to ensure a 20% Win Rate, OBJECTIVE: Recruit World-Class A-Players for Our Sales Team, Hire 5 new Sales Managers by the end of January, Maintain a 4:1 onsite "Interview Offer" ratio, OBJECTIVE: Develop Our Reps into the Best Sales Team in the Industry, Ensure we do regular sales coaching every week, Bring in the new sales training company to improve our training, Do regular monthly anonymous surveys of SDRs and AEs and get their feedback, OBJECTIVE: Grow Our Sales in the Central region, Develop relationships with 50 new targets or named accounts, Onboard 10 new resellers that focus on the Central region, Offer extra kicker to AEs to achieve 120% focusing on the Central region, OBJECTIVE: Improve Sales in South America, Implement a new sales training program for our South American team, Receive 5-star reviews from our customers who will serve as references, OBJECTIVE: Implement SDR social selling process, Bring in $50,000 in bookings by end of Q3, OBJECTIVE: Grow Our Upsell and Cross-sell, Increase upsell and cross-sell revenue by 40%, Have regular weekly alignment meetings with Customer Success, OBJECTIVE: Enable Our Sales to Be More Successful, Ensure we update our new sales technology stack, Implement the new process for measuring Outbound vs. Inbound, Revise all the email sequences and upload it into the new sales messaging tool, Update the CRM based on the new sales pipeline review process, Help the VP of Sales with the new data to finalize the new compensation plan, OBJECTIVE: Improve our Sales Analytics Process, Implement a sales analytics and Business Intelligence platform, Set up sales cycle and average deal size triggers to email our VP of Sales, Review Sales Activity metrics and send a weekly summary to the team, Review Sales Pipeline metrics and send a weekly summary to the team, Review retrospective Sales Results metrics and send a weekly summary to the team, OBJECTIVE: Grow Sales Through our Channel Partner, Recruit 30 new channel partners in Eastern, Central and Western geographies, Finalize the new 20% channel sales promotion for Q3, Implement the new channel partner website section, Improve the channel partner onboarding process and documents, OBJECTIVE: Create an Exceptional Corporate Culture / Delight Our Employees, Create clarity of all departments and teams via clear OKR goals, Celebrate "small wins" and any type of progress every single week, CEO and SVPs to launch a monthly Town Hall with Open Q&A, OBJECTIVE: Improve Our Employee Retention, Improve our 2-way closed-loop feedback and ongoing performance management process, Improve our employee engagement score and employee satisfaction to 8 or above, Survey employees monthly on how to make our company an even better place to work, Assess if we are paying salaries and benefits at market rates, Offer our employees a $500 reward for referrals of A-Players whom we hire, Hire 25 new employees this quarter for the 5 requesting departments, Survey interviewees after each interview process and get feedback, OBJECTIVE: Improve Our Employee Engagement and Satisfaction Score, Ensure every manager company-wide is doing an ongoing, 2-way feedback loop, Survey employees using a Pulse (Employee Satisfaction Index) weekly, Ensure we are setting clarity of work with goals to boost engagement, OBJECTIVE: Make All of Our Managers More Effective and Successful, Provide consistent training to managers on how to manage effectively, Ensure every manager is doing regular 1-on-1 meetings with 2-way feedback, Do monthly anonymous employee surveys to get feedback on managerial effectiveness, OBJECTIVE: Complete Our Employee Reviews Efficiently and on Time, Survey our employees on how they like our new ongoing performance process, Collect all performance review notes from our 30 front-line managers, OBJECTIVE: Transition to Ongoing Performance Management, Announce the transition from the outdated annual performance review process, Implement the ongoing 2-way closed-loop feedback with lite check-ins, Announce new annual reviews to serve as a summary for the ongoing process, OBJECTIVE: Launch the New Product Architecture, Have engineering team contribute X story points, Upgrade our database and complete data migration, OBJECTIVE: Build a World-Class Engineering Team, Offer a $500 reward for referrals to A-Players, Hire 5 referred engineers with exceptional references by end of Q2, Maintain a 4:1 onsite "Interview Hire" ratio, OBJECTIVE: Drive Quality for Features in Our New Release, Implement the new QA automation tool and process, Ensure no more than 1 critical bug reported in Q3, OBJECTIVE: Improve the Email Delivery Architecture, Ship the new architecture docs to all internal teams, OBJECTIVE: Launch a high-quality Product Beta, OBJECTIVE: Launch the New Product Successfully, Conduct 30 customer development interviews, Review 10 usage videos via UserTesting.com and summarize it internally, Do 2 training sessions on the new product for Marketing and Sales teams, Help Product Marketing by reviewing their technical spec documents, Interview 50 prospective customers and get their initial feedback, Get usability score above 8/10 on UX mockups from 20 prospective customers, Specify 5 elements in UX mockups to increase product's usage engagement, Get internal feedback score of 10/10 from the sales team, Be proactive in assessing our drops in account usage or at-risk usage, Apply Best Practices to ensure we have NPS score of 8 and above, OBJECTIVE: Be Proactive with Customer Success, Implement a Customer Success platform to track customer health, Reach out to customers who appear to be at-risk, OBJECTIVE: Deliver a World-Class Customer Support Experience, Achieve a CSAT of 90%+ for all Tier-1 tickets, Resolve 95% of Tier-2 support tickets in under 24 hours, Each support rep to maintain a personal CSAT of 95% or more, OBJECTIVE: Ensure Customer Support is a High-Performance Team, Maintain a weekly Support group ESI/Pulse score of 8 or greater, Finalize resource allocation with the VP of Support, Promote 2 customer support reps to managers, OBJECTIVE: Implement a Scalable Customer Support Process, Implement our new customer support platform, Updated 30 "How-To" articles on the Knowledge Base, OBJECTIVE: Track All Critical Support Metrics, Track and report on Number of New Tickets to Resolved Tickets, Track and report on Average Resolution Time, Track and report on Top 10 Customers by Active Tickets, OBJECTIVE: Improve our Annual Budgeting Process, Have a meeting with every VP about the new process, Review everyone's budget proposals before mid-Q3, OBJECTIVE: Improve our Financial Reporting Process, Implement the cloud-based version of QuickBooks, Ensure we close our financials within 2 weeks of a quarter, OBJECTIVE: Improve our IT and Infrastructure, Implement the new cloud backup system and process, Improve internal IT satisfaction and response time. Improve internal document management. You will learn how Workfront enables the enterprise to: Copyright © 2020 Workfront, Inc. All Rights Reserved. But OKRs are not only useful to marketing, software engineering, and sales teams. When getting started with Administrative/Operations OKRs - Objectives and Key Results - the common questions we get at Weekdone are: To answer these questions we created this database of example Administrative/Operations OKRs so you can get started and write your own company, department, team, or personal OKRs. Project Management OKR Examples . Once you have a balance of both aspirational and operational CEO-level OKRs, you can then begin to cascade goals throughout the rest of the company to achieve organizational alignment. OBJECTIVE: Create a community for our partners/resellers (MQLs).

Therefore, it’s critically important to make sure you’re setting CEO-level goals effectively.

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