People Operations (PO/HR) OKRs are a great way to create alignment, engage team members, and achieve high performance. In the article, we'll answer the questions:
How to write good HR (PO) OKRs?
What are examples of good HR (PO) OKRs?
What should I put in my HR (PO) OKRs?
How to combine OKRs and performance reviews?
Use the examples below for inspiration and guidance for your own OKRs.
PO/HR OKR examples for Compensation
Objective 1: Create an effective benefits program
Investigate benefit programs of 10 companies (50-100 employees) and select the best for our team
Achieve 80% usage of the benefits program
Maintain benefits budget below $500 per team member per year
PO/HR OKR examples for Performance
Objective 1: Skyrocket team performance
Increase the OKR completion rate for team members from 60% to 70%
Increase the participation on the weekly check-ins from 80% to 100%
Increase the product teams velocity from 112 to 150
Objective 2: Create an effective leave management system
Hire an assistant to service employee administrative needs
Evaluate 3 solutions for leave tracking and select the best one for the team
Achieve 90% satisfaction rate of the new system
PO/HR OKR examples for Education and Training
Objective 1: Implement Personal Development Program for all team members
Create the career roadmap for each position and get approval from team leads
Create a program for each team member of the PDP
Achieve 80% completion rate for the PDPs
Select the tool/system for tracking PDPs and achieve 80% satisfaction rate
Objective 2: Achieve OKR adoption in all teams
Organize OKRs training workshop for all team members
Achieve an 80% approval rating on employee survey on OKR effectiveness
Achieve at least 60% completion rate for the first OKRs cycle
Objective 3: Create a training program for each department
Create and get approval from team leads for the training program for 7 departments
Achieve 80% attendance for the training programs
Achieve 9.0 NPS score for the training events
PO/HR OKR examples for People and Culture
Objective 1: Increase team engagement and motivation
Increase the team member engagement score from 75% to 90%
Reduce the number of complaints per month from 4 to 1
Make sure 100% of team members receive feedback this quarter
Objective 2: Improve the wellbeing in the office
Interview 15 team members on how to improve work-life balance in the team
Organize regular fitness/yoga/meditation breaks once per day
Consult with food experts and make 100% of the office food healthy
Decrease the sick day leaves per month per employee from 2 to 1
Conduct a voluntarily vaccination for team members and achieve 50% participation
Objective 3: Become the best place to work in the country
Decrease the annual turnover from 16% to 8%
Conduct exit interviews with 100% team members to identify the problems
Conduct training for managers/team leads to address personal career development goals of each team member
Objective 4: Increase team member engagement and satisfaction
Increase the employee NPS (e-NPS) from 6 to 7.5
Decrease employee turnover from 13% to 5%
Achieve 70% OKRs achievement rate for the whole team
Objective 5: Conduct an unforgettable summer party for the team
Achieve 80% attendance of the summer party
Achieve 8.5 NPS of the summer party
Involve 50% of the team in teambuilding/organizational/performance preparation activities for the event
Objective 6: Refine and promote company values
Interview 15% of the team (25 members) on our culture and values
Update values, description, and examples based on the interview
Conduct 5 talks during the weekly team meetings on the examples of how we use our values
PO/HR OKR examples for Hiring / Recruiting
Objective 1: Create an effective recruiting machine
Reduce the average lead time for the vacancy from 45 to 30 days
Increase the % off offers accepted from 80% to 90%
Decrease the cost of hire from $1,000 to $700
Increase the % of closed positions from internal recommendations from 10% to 25%
Objective 2: Improve the onboarding process
Conduct 10 interviews to identify issues with the onboarding process
Increase pass rate for newcomers from 85% to 95%
Achieve 90% satisfaction rate of the onboarding process
Create a guide with responsibilities for team members how to be a mentor and a buddy
Objective 3: Hire and onboard 3 new team members
Hire 3 new team members (2 devs, 1 marketer)
Interview 10 team members about their hiring and onboarding experience and create an improvement plan
Create an onboarding program & presentation for the new positions
Why you should separate OKRs and Performance Reviews
If you define the compensation based on the OKR, you'll end up with understated targets, overstated accomplishments, and low collaboration. OKRs do not and should not represent all the work each team member does. OKRs are about the most important area to focus on.
What you should do, instead, is:
Separate the OKR and performance reviews.
Use OKRs as one of the inputs for performance/compensation reviews. Make OKRs only one of the sources to define the compensation, but not the main one. Take into account other factors when evaluating the OKR completion score (how difficult the goals were, were else that team member contributed, etc.).
Avoid formulas. Creating the formula doesn't make it less subjective of a fair process. No formulas can take into account all the factors that determine the contribution of an individual team member.
Writing good, well structured, and effective OKRs is not easy. Have the patience to run several cycles of iterative improvements, and you'll see how OKRs will boost your team engagement, motivation, and performance. Use the examples above for inspiration and guidance for your own OKRs.