The document provides examples of objectives and key results (OKRs) for different human resources roles, including Head of HR, HR Manager, HR Business Partner. The OKRs are divided into goals and how they will be measured. Providing measurable OKRs helps keep teams aligned, individuals accountable, and leads to higher company performance. OKRs should follow five pillars - connected, supported, adaptable, progress-based, and aspirational - to help ensure success.

1. The BetterWorks OKR Examples
HR

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In today’s fast-paced workplace, having an accurate measure of
progress towards your goals is critical for knowing what you’ve done,
how you’re doing and what you have to do next. Measurable OKRs not
only keep teams aligned and individuals accountable, but also lead to
higher performance within the company.
Think of this through the lens of fitness wearables: Fitbit users take
43% more steps than non-Fitbit users. Why? Turns out that just making
goal data and progress available to an individual and their peers is
motivational for doing more.
Different jobs call for vastly different types of goals, so we’ve created
specific OKR examples for major roles within Sales. At BetterWorks,
we believe setting good OKRs is easy if you start with the five Goal
Science™ pillars: connected, supported, adaptable, progress-based and
aspirational. As you’ll see, the OKR examples we provide follow these
pillars to ensure that your team’s goals are on the path to success.
To make these examples even more valuable, we’ve divided them
into two categories: objectives and key results. The examples are
not intended to be complete packages of objectives and key results.
Instead, you can choose which cross section of examples is best for
you, or simply use our examples as a guide as you begin setting OKRs.
Chairman of Kleiner Perkins (and BetterWorks board member), John
Doerr, believes that there are three words that make or break goals:
“as measured by”. So a simple rubric for good OKRs is as follows:
I will ________ as measured by ____________.

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Hire 10 new employees by the
end of March
• Develop an annual hiring plan by end of February
• Onboard 2 recruiting agencies for Engineering and Sales
hiring by February 15th
• Launch new careers page with employee content to improve
hiring brand by end of March
• Restructure employee referral program to generate 10%
more referrals
Develop plan to increase annual
employee retention to 85% by
February 20
Launch a new employee
development program by end
of March
• Send employee engagement survey by January 15
• Create strategy for increasing annual employee
engagement to 80% by January 28
• Create an employee recognition and rewards program by
February 5
• Update employee compensation, benefits and perks to
ensure they’re competitive with the market by February 20
• Document career path matrix for employees at all
levels by end of January
• Start a new leadership development program by end
of February
• Launch a new employee learning management
system by February 15
Head of HR
ROLE
GOAL AS MEASURED BY
Update employee
compensation, benefits
and perks to ensure they’re
competitive with the market
by February 20
• Meet with all managers to gather benefits and perks requests by
January 15
• Create analysis of compensation, benefits and perks of competitors
by January 25
• Make adjustments to compensation policy by February 10
• Launch new employee recognition and rewards tool by February 20
HR Manager
ROLE
GOAL AS MEASURED BY

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Complete talent assessment of
entire Marketing department
by end of March
• Meet with all employees in the department by January 25
• Create report on areas for improvement by February 15
• Present talent assessment by February 20
HR Business Partner
ROLE
GOAL AS MEASURED BY
Develop succession
planning program by
end of March
Oversee performance
management process
for Q1
• Identify all high performers by by January 25
• Create plans to retain each high-performer by February 20
• Develop on-boarding program for new managers by February 20
• Ensure all managers conduct and document 10 checkins with their
employees in Q1
• Ensure all managers conduct and document 3 performance
conversations with their employees in Q1
• Establish expectations and objectives for each employee with their
manager by February 20
• Identify low performers and work with their managers to create
performance improvement plans for each employee by February 15
Launch a new employee
engagement program by
end of March
Document career path
matrix for employees at all
levels by end of January
• Send employee engagement survey by January 15
• Present a strategy for increasing employee engagement
by February 20
• Execute quarterly employee event by end of March
• Meet with all 50 managers to ensure each employee has a career
path program by January 10
• Develop new program for high-performing employees by January 15
• Create a standard performance improvement program for every
department by January 20
GOAL AS MEASURED BY

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Goal Science®
Thinking
About BetterWorks
The BetterWorks platform is designed for today’s workforce by applying
five Goal Science pillars, based on proven goal setting practices and
organizational research.
BetterWorks provides enterprise software to easily manage collaborative
goals and lightweight performance conversations. Its platform is built on
Goal Science insights and operational research to help high-performing
companies align and engage their teams, execute more effectively and
ultimately become more successful.
For more information, visit www.betterworks.com.
Connected Supported Progress-based Adaptable Aspirational