OBJECTIVE: Launch the new monthly newsletter successfully. Here are some examples of administrative OKRs: OKRs can help you get more out of your office and staff. Finalize and launch 1 newsletter per month, Have 30 media calls/meetings by end of Q1, Have 15 calls/meetings with key industry influencers, Secure 2 speaking spots at the Annual Industry conference, OBJECTIVE: Build Strong Relationships with Forrester and Gartner, Do 2 analyst calls - provide the new product launch update, OBJECTIVE: Launch a New Customer Community, Create a Customer Community Strategy based on best practices, Publish 60 articles during the quarter and get 6,000+ page visits, Get 30% of our customers to participate in the community, OBJECTIVE: Make our community known by industry experts and thought leaders, Reach out to 12 industry experts and thought leaders in Q1, Interview them and publish the interview articles on our community site, Research and publish the Industry Report & Infographics for the community. Using 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. Improve internal document management. If youâre interested in starting our OKRs 101 course, click here. Therefore, it’s critically important to make sure you’re setting CEO-level goals effectively. Can you give me examples of good Administrative/Operations OKRs? The key is to leverage bottom-up OKRs. When tackling a big topic like âhave a healthy and long-lasting marriage,â defining what key results look like for that relationship is very important. Conduct quarterly work satisfaction surveys across the company. An OKR best practice is to start with top corporate objectives which are then cascaded to department or team OKRs. Project Management OKR Examples . per person), Write for other people: they must clearly understand your goals. Need a simple online tool for OKRs? In an OKR implementation, the objective is qualitative and answers the question of what is to be accomplished. Do you need the best Chief Of Staff resume? OBJECTIVE: Launch the new product successfully. What are the foundations of successful OKR culture? They will help you write better OKRs and spot a bad one. To help you we’ve created some OKR examples for you to use. If your projects are product-based, you can use the following OKRs: Objective – successfully launch a beta version of the product . OBJECTIVE: Grow our corporate global business, Hit company global sales target of $100 Million in Sales, Achieve 100% year-to-year sales growth in the EMEA geography, Increase the company average deal size by 30% (with upsells), Reduce churn to less than 5% annually (via Customer Success), Interview 20 customers per month and get feedback, OBJECTIVE: Build a great corporate culture (delight our employees), Launch an ongoing 2-way closed-loop feedback process, Achieve a weekly Employee Satisfaction / Pulse Score of 8+, Celebrate “small wins” and any type of progress every single week, CEO and SVPs to launch a monthly all-hands Town Hall and open Q&A meeting, OBJECTIVE: Launch the new product successfully in Q1, Win a “Best Product of the Year” award at the industry conference, OBJECTIVE: Generate more Marketing Qualified Leads (MQLs), Generate Net-New Unique leads via Account-Based Marketing, OBJECTIVE: Optimize our customer acquisition, Improve our new marketing automation process, Reduce the Customer Acquisition Costs by 20% in Q3, Build a new top-down and bottom-up Excel model to analyze the ROI, OBJECTIVE: Implement Account Based Marketing (ABM), Document and implement the new ABM process, Do 2 weekly alignment meetings with the SDR team, Do 1 weekly alignment meeting with SDR team managers, Generate 20% of closed-won sales via ABM efforts in Q4, OBJECTIVE: Improve Our Website and Grow Conversions, Improve conversions on Landing Pages by 10% in Q2, Get 10 new inbound links from relevant websites, Improve our internal on-page optimization. When looking to set OKRs (objectives and key results), it’s understandable to want examples to spark inspiration—or at least compare with others to see if you’re stretching enough.For how to write OKRs, the actual formula is simple: Objectives are goals and intents, while Key Results are time-bound and measurable milestones under these goals and intents. What should I put in my Administrative/Operations OKRs? × — No thanks, my Administrative/Operations team has perfect productivity. The resulting department, team, and individual OKRs must be aligned with, in support of, and contribute to the top company priorities. Key results typically include hard numbers. Transfer all company and client records to the cloud. But before you jump straight in, take a minute to read these basic OKR writing tips. Admin teams arenât working toward a sales goal or developing a product, but they are building something valuableâa functioning and efficient office. OKR Examples How-to Guide to Writing Good OKRs with Example Objectives and Key Results. Objectives and key results are great for setting bold goalsâyour companyâs most audacious moonshots. Here are OKR examples for various departments: Because OKRs are used to align all teams with an organization’s top goals, your entire company’s OKRs are only as effective as the ones you set at the very top. Ensure executives arrive to all scheduled meetings and events on time. Learn more about OKRs by checking out FAQs, Stories, and Resources here on WhatMatters.com. Find a supplier for food and drinks in the office. Can turn-around times be shorter? Join Ryan Panchadsaram, co-creator of WhatMatters.com and the rest of the WhatMatters.com team for our next taping of Office Hours!To learn more or to submit a question for coaching, please get in touch by clicking below. OKRs can be used to create and maintain a world-class office experience that leads to better functioning teams and increases the odds that a company reaches their goals. Implement quarterly training for admin staff. George Babu has had a multi-hyphenate career with OKRs. Some say that it was so successful that the company started to grow dizzyingly from this period. You will learn how Workfront enables the enterprise to: Copyright © 2020 Workfront, Inc. All Rights Reserved. 20+ chief of staff resume samples to customize for your own use. Choose and launch new document sharing platform; Have each of 17 teams create their own directory structure for documents They should prioritize what is most important and have 3-5 key results max per objective. Objectives and key results are great for setting bold goals—your company’s most audacious moonshots.But they can be useful for improving more usual day-to-day work too. Win 1,000 deals worth $10M in bookings by 12/31/17, Generate 50,000 marketing qualified leads, Reduce churn to <5% annually through customer success, OBJECTIVE: Strengthen our corporate culture, Roll out a continuous two-way feedback loop via weekly surveys, Maintain an average employee satisfaction score of 8 or higher, Create & launch new mentorship program by the end of Q3, OBJECTIVE: Successfully launch our new product by the end of Q2, Develop 15 customer case studies by 4/30/17, Secure an award at an industry conference. You might also want read this OKR tutorial. Good, well constructed OKRs increase performance. Key results (KRs) are specific, measurable, and time-bound. 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. Choose and launch new document sharing platform, Have each of 17 teams create their own directory structure for documents, Implement a better system for tracking incoming requests, Review software options for incoming document tracking, Start compiling a weekly "Office highlights" newsletter to all team members, Read daily on topics related to customer success in front office, Conduct a survey among colleagues to evaluate areas of improvement in my work, Move 75% of existing documents from file servers to new system, Achieve sign-up to trial ratio of over 25%, Start compiling a weekly Office newsletter to all team members, Decrease number of complaints and negative feedback per quarter from 15 to 5, Increase positive feedback items and praise from 5 to 15 per quarter, Increase end-user satisfaction rating from 4.0 to 4.5. Administrative workers have plenty of insight on how office processes can be improved that are not always brought up in regular business conversations. Bruce Gil (@brucgl) is a Las Vegas-based writer and journalist who writes about leadership, team management, and international entrepreneurship. How to make meetings more effective with OKRs. So itâs crucial to not skip CFRs with administrative employees. Often when we think of OKRs, we think of big stretch sales goals and the development of game-changing products and services. 3-4 Objectives max per level (e.g. For your convenience, we’ve divided them up into categories. And sometimes that can make it hard for every member of a company to see how their work can benefit from OKRs. 1. A well-functioning office is not just nice to have, it is essential. This management methodology spread quickly among companies after Google started using it in 1999. Using a tool like Workfront Align can help you write OKRs, align them throughout the organization, and track progress. 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. While poorly-organized admin and operations teams can hold a company back from reaching its full potential. When getting started with OKRs — Objectives and Key Results — the most common questions we get at Weekdone are:. Like all other OKRs, office administration and operations OKRs should be simple yet inspiring. Try Weekdone. Choose and launch a new document sharing platform. This OKR example … To help set effective executive-level goals, here are some OKR examples for CEOs you can refer to. 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. Finish all the new product website updates, Work with PR to provide technical product specs, Give an exclusive pre-launch update to customers and partners, Finalize product datasheets, feature briefs and sales enablement info. Sign up to Weekdone for free. Implement an online conference room reservation system. OBJECTIVE: Create a community for our partners/resellers (MQLs). Try Now! But they can be useful for improving more usual day-to-day work too. Often when we think of OKRs, we think of big stretch sales goals and the development of game-changing products and services. Need an OKR software tool? OKR stands for Objectives and Key Results. How to write good Administrative/Operations OKRs? A capable and reliable executive assistant or administrative team remains invaluable to senior executives who look to them for support. Thatâs why itâs vital to recognize that there are always ways to improve routine work. 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.
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