As people begin to prepare for the new year, many companies are looking to update their goal setting processes to make sure they’re operating at the highest level possible. There are many goal setting methodologies out there, but companies like Google, Schneider Electric and Kroger are using Objectives and Key Results (OKRs) to stay focused and aligned, and achieve their business targets.
For employees in certain roles, it can be really easy to create OKRs: imagine you’re an Account Executive and you have a goal of delivering $1M in revenue next quarter. But for employees in roles like Finance, Accounting, Legal and Engineering, it can be a little more difficult to understand how to set up the right OKRs. To help, we’ve created department goals examples for 13 different departments and 3 levels in each—leaders, managers, and individual contributors:
- Departmental Introduction
- Administration
- Agile Engineering
- Human Resources
- Product
- Sales
- Marketing
- Design
- Customer Success
- Support
- Legal
- Finance
- Call Center
To download all goal examples, click here.
If you have any questions about setting up OKRs in your organization, feel free to reach out to us here: https://www.betterworks.com/contact-us/
FAQ
To give your organization a head start, we’ve created specific OKR examples for each business department:
Finance: Close mezzanine financing round by December 20
Engineering: Ensure product release is delivered on time with high quality
Accounting: Make our executive team meetings more efficient
Design: Ensure that the company design style and language are consistent across all new features in Q1
Customer Success: Exceed our renewal target in preparation for fundraising in Q2
The OKR (Objectives and Key Results) Methodology is rooted in collaboration and transparency with the objective of aligning employee goals to business priorities while increasing cross-functional coordination.
When used as part of a Continuous Performance Management® program, organizations can create an environment where goals are set collaboratively, clearly articulated, checked-in on frequently, and measured accurately, ensuring that your entire workforce is achieving today’s priorities and are actively developing themselves to be ready to meet tomorrow’s challenges
Make sure that the goals you set are aligned with the five SMART criteria:
1) Specific
2) Measurable
3) Attainable
4) Relevant
5) Time-Bound
With that you have an anchor on which to base all of your focus and decision-making.
