We’ve already talked in detail about what objectives and key results (OKRs) are and how beneficial they are for businesses. We’ve also covered the best tips for setting OKRs as well as various OKR examples in sales, finance, marketing, operations, etc. Continuing with our OKR series, we’ll discuss the top OKR examples for training in this article.
So, let’s begin. But before getting to OKR examples, we’ll touch upon why to set OKRs.
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Why should your team set OKRs?
Proper communication is important for aligning every team member in the same direction. OKRs can help do that while also helping everyone understand organization-wide priorities.
The OKR framework allows teams to be considerate of what role they are playing. It encourages them to think about how can they make their contributions more valuable. Other reasons why your team should set OKRs include –
- To increase goal clarity – OKRs provide structure and clarity so that everyone in the organization can work towards a common goal. OKRs help connect organizational and personal objectives to measurable results. This improves collaboration and makes teams work in harmony towards a single big goal. This clarity in goals helps achieve incredible results.
- To increase team focus – By visiting OKRs regularly, ideally every week, teams can stay focused on tasks that are important for the growth of the organization. Regularly visiting OKRs helps team members question whether their actions get them closer to meeting their goals or not. Having their current tasks aligned with their stated goals helps achieve incredible results.
- To increase team collaboration – Since many OKRs are cross-functional and inter-dependent, it helps improve team collaboration. Moreover, setting OKRs is a joint process where half of the goals are created top-down while the remaining goals are created bottom-up. This allows everyone to be involved in the goal-setting process, thus making them more committed.
Creating OKRs for training
Before creating OKRs for training, you must have a clear understanding of the problem that needs to be solved. It’s suggested to task an individual with overseeing the implementation and monitoring of OKRs.
When creating OKRs for training, you can go with the following formula –
We will___(Objective)___as measured by__(these Key Results)__.
This formula can be customized to fit your needs as per your organization, industry, or department.
For setting Objectives, it’s important to keep them –
- Clear
- Actionable
- Time-bound
- Ambitious
- Concrete
For Key Results, it’s important to keep them –
- Measurable
- Time-bound
- Quantifiable
Moreover, while creating OKRs, you must keep the process collaborative. Your organization can organize brainstorming sessions to engage the entire team while giving them a level of ownership for the entire process. This will drive accountability.
Now, let’s get to OKR examples for training.
Top OKR examples for training
OKRs for training are mostly used by an organization’s human resource (HR) team for implementing upskilling programs or general education and training. The OKR methodology is also used by HR teams to achieve high-output management, team alignment, and improved communication.
Here are a few OKR examples for training. You can also use these as OKR templates to further create your specific OKRs. So, feel free to copy and modify them as needed.
OKR example 1 –
Objective:
• Implement a personal development program for all team members.
Key results:
• Create a career roadmap for all 45 current positions and get approval from team leads.
• Create a personal development program for all team members.
• Achieve at least an 80% completion rate for the personal development program.
• Aim for at least an 80% satisfaction rate from the development program.
OKR example 2 –
Objective:
• Create a training program for each department.
Key results:
• Get approvals for the training program from the team leads of all 9 departments.
• Achieve a minimum of 80% attendance for the training programs.
• Achieve at least 8.0 employee Net Promoter Score (eNPS) for the training events.
OKR example 3 –
Objective:
• Start an upskilling program for fresh recruits.
Key results:
• Search for training providers and finalize the name of 3.
• In consultation with all stakeholders, choose a training provider.
• Create a list of all fresh recruits interested in the upskilling program.
• Conduct at least 5 upskilling workshops.
OKR example 4 –
Objective:
• Train all managers to make them more effective.
Key results:
• Implement management training with at least 80% participation.
• Ensure regular 1-on-1 meetings between all managers and senior leadership.
• Do an anonymous employee survey and get feedback on all managers.
• Implement a detailed review process for all managers.
OKR example 5 –
Objective:
• Improve the effectiveness of training programs.
Key results:
• Decrease the time taken to complete a training program from 30 to 15 days.
• Improve average training score from 65 to 80%.
• Increase the ROI of the training program from 110 to 130%.
OKR example 6 –
Objective:
• Improve employee development.
Key results:
• Improve the number of employees joining the development program.
• Implement regular employee performance reviews.
• Increase employee Net Promoter Score (eNPS) from 50% to 70%.
OKR example 7 –
Objective:
• Implement regular performance management.
Key results:
• Ensure 100% of the employees participate in a quarterly review process.
• Ensure 100% of the employees run weekly updates on overall employee satisfaction.
• Improve employee productivity from $75 per hour of work to $90 per hour of work.
Conclusion
We hope these OKR examples for training serve as inspiration for you to create your own OKRs. You can use these as OKR templates for training. These examples would also help you avoid common OKR mistakes that companies make.
If you want the OKR process seamless for your organization, check out these top OKR software. These tools will help you create, share, and assign OKRs across teams, departments, and individuals.
For any other software-related queries, visit SaaSworthy.
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