With these two questions, the team should approach writing the Key Results for their Objective. Potential customers seem to make it to our doorstep but they tend to drop off somewhere early in the sales process. We dont really know what we are doing wrong at an early stage. Notice how the first part of the Objective (Improve our digital presence) suggests a general improvement area, and the second part of the Objective (to attract younger audiences) explains why you are doing it in the first place. If team managers specify what the payment is actually for, it will save a lot of time for us in preparing reports. Lets imagine that you run an HR team in a company with a lot of issues in cross-functional communication. For your convenience, we've divided them up into categories. KR3 Achieve 90% and above scores on . This way we can get to know the customer better and vice versa. Here are some HR OKR examples to get you started: Objective 1: Improve employee retention rates by 50% by the end of Q4. Take a course on Google Analytics, and learn how to read reports. This way, when team managers submit payment requests, they can specify the expense type for us, and we wouldnt need to spend extra time researching the background of every single document. $2500 $7500 $3526.86. This category only includes cookies that ensures basic functionalities and security features of the website. KR3: At least 50% of lost deals reply to the why not us survey. OKR Foundation; Third-party reviews have more credibility than our own website messaging. CRO OKR examples. Get more stuff done without losing sleep. What is the difference between OKR and Scrum? Engineering OKR Example - 3. Finish draft on new "OKR initiatives" blog post. To drive the progress on these OKRs, the team will need to consider which Initiatives they will prioritize and complete and how these Initiatives will link to the OKRs. OKR Example for Product Team Objective: Activate user testing of product A Key Results: Get 50 testing users Conduct 10 face-to-face user tests Conduct feature comparison testing OKR Example for Human Resource Team Objective: Improve employee engagement Key Results: Conduct 1 monthly activity for employees Add 3 more team awards Key Result 1. Instead of a cascading approach, the process isbi-directional theOKR setting processincludes everyone in the company! What if the procedure is simplified but the processing time hasnt changed? OBJECTIVE: Strengthen our corporate culture, OBJECTIVE: Successfully launch our new product by the end of Q2. redundant & time-consuming back-and-forth communication between Compliance and Business Development that could be fixed by proper internal documentation. OBJECTIVE: Generate new bookings pipeline, OBJECTIVE: Recruit World-Class A-Players for Our Sales Team, OBJECTIVE: Develop Our Reps into the Best Sales Team in the Industry, OBJECTIVE: Grow Our Sales in the Central region, OBJECTIVE: Improve Sales in South America, OBJECTIVE: Implement SDR social selling process, OBJECTIVE: Grow Our Upsell and Cross-sell, OBJECTIVE: Enable Our Sales to Be More Successful, OBJECTIVE: Improve our Sales Analytics Process, OBJECTIVE: Grow Sales Through our Channel Partner, OBJECTIVE: Create an Exceptional Corporate Culture / Delight Our Employees, OBJECTIVE: Improve Our Employee Retention, OBJECTIVE: Improve Our Employee Engagement and Satisfaction Score, OBJECTIVE: Make All of Our Managers More Effective and Successful, OBJECTIVE: Complete Our Employee Reviews Efficiently and on Time, OBJECTIVE: Transition to Ongoing Performance Management, OBJECTIVE: Launch the New Product Architecture, OBJECTIVE: Build a World-Class Engineering Team, OBJECTIVE: Drive Quality for Features in Our New Release, OBJECTIVE: Improve the Email Delivery Architecture, OBJECTIVE: Launch a high-quality Product Beta, OBJECTIVE: Launch the New Product Successfully, OBJECTIVE: Be Proactive with Customer Success, OBJECTIVE: Deliver a World-Class Customer Support Experience, OBJECTIVE: Ensure Customer Support is a High-Performance Team, OBJECTIVE: Implement a Scalable Customer Support Process, OBJECTIVE: Track All Critical Support Metrics, OBJECTIVE: Improve our Annual Budgeting Process, OBJECTIVE: Improve our Financial Reporting Process, OBJECTIVE: Improve our IT and Infrastructure, 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, 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, Develop 15 customer case studies by 4/30/17, Secure an award at an industry conference, 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, 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, Win a Best Product of the Year award at the industry conference, Generate Net-New Unique leads via Account-Based Marketing, 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, 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, Improve conversions on Landing Pages by 10% in Q2, Get 10 new inbound links from relevant websites, Improve our internal on-page optimization, 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, Do 2 analyst calls - provide the new product launch update, 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, 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, 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, Publish 5 new partner-focused whitepapers by Q1, Launch 7 webinars to educate our partners, Do a 5-city Lunch & Learn event for partners, Keep pipeline above 5x of quota to ensure a 20% Win Rate, Hire 5 new Sales Managers by the end of January, Maintain a 4:1 onsite "Interview Offer" ratio, 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, 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, Implement a new sales training program for our South American team, Receive 5-star reviews from our customers who will serve as references, Bring in $50,000 in bookings by end of Q3, Increase upsell and cross-sell revenue by 40%, Have regular weekly alignment meetings with Customer Success, 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, 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, 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, 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, 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, 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, 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, Survey our employees on how they like our new ongoing performance process, Collect all performance review notes from our 30 front-line managers, 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, Have engineering team contribute X story points, Upgrade our database and complete data migration, 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, Implement the new QA automation tool and process, Ensure no more than 1 critical bug reported in Q3, Ship the new architecture docs to all internal teams, 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, Implement a Customer Success platform to track customer health, Reach out to customers who appear to be at-risk, 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, 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, Implement our new customer support platform, Updated 30 "How-To" articles on the Knowledge Base, 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, Have a meeting with every VP about the new process, Review everyone's budget proposals before mid-Q3, Implement the cloud-based version of QuickBooks, Ensure we close our financials within 2 weeks of a quarter, Implement the new cloud backup system and process, Improve internal IT satisfaction and response time. Objective. The outcome you want to achieve is creating trust and tolerance, and the only thing you can measure is a willingness to participate in weekly meetings. In 99% cases the answer will always be yes. So here is a measurable outcome the finance team would need to deliver: KR3: Speed up payment processing time from application to paid from 16h to 8h. research) . Any cookies that may not be particularly necessary for the website to function and is used specifically to collect user personal data via analytics, ads, other embedded contents are termed as non-necessary cookies. We've already given 2 examples of OKRs that can be defined by the top management of a company. Create helpful and informative blog articles, Optimize every blog posts SEO (Search Engine Optimization), Implement company-wide creative requests process, Create a Creative Learning Wiki as a single source of truth for all creative team members, Enhance the capabilities and training of the Customer Sucess team members, Assist our customers as an inside voice to guarantee that their input drives company outcomes, Provide the team with the support needed to succeed and achieve company-wide goals, Create a set standard for training to promote career development and growth, Efficient monitoring of Support consistency with performance measures, Maximize the efficiency of the support team to respond to customers with urgency and optimism 24/7/365, Reduce the number of Customer-Reported bug tasks after major launches, Implement Agile management across the engineering team, Improve the response rate for critical bugs in testing, Host a successful in-person industry conference in [year], Grow and align the entire organization through monthly company meetings. When viewing a task, youll know if its been attached to a Target. Necessary cookies are absolutely essential for the website to function properly. Help these teams to decompose what they do into repeatable steps and then find metrics (and key results) which demonstrate that their day-to-day capabilities are improving. Here are OKR examples for various departments: OKR examples for CEOs 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. For example, one of your digital marketing OKRs may be to improve social media engagement and traffic. The purpose of OKR goal-setting is to change and improve your business situation. Here are more OKR examples for Marketing, Engineering, Sales, Human Resources/People Ops teams. Using Weekdone OKR software you can track and manage OKR related activities: We use cookies on our website to give you the most relevant experience by remembering your preferences and repeat visits. Measurable - binary OKRs are no-gos. Check out these OKR examplesand tips for tracking key resultsfirst. Look at your data, and understand which metrics are performing well and which ones might need attention. If you need a distraction-free space to organize your thoughts as you write your OKRs and tasks, try ClickUp for free today! Visit our Help Center for support. To move the needle on this Key Result, the team might create a presentation about handling receipts, bills, invoices, and similar forms of primary documentation, to make sure that everyone else understands the process. So, in the team discussion, it became obvious that team managers are struggling when submitting payment requests to the financial department, and its not clear to them how invoices and receipts should be handled. The Team Objective is qualitative and sets a direction for improvement. Sales teams are considerably more data-driven than any other team in a company. Increase the open rate of the newsletter from 25% to 35%. Improvement work is extremely important, and if you dont find the time for it, your business will suffer the consequences. Competition is fierce, expectations are high, and it may take a lot longer than a quarter to see any impact on conversion numbers, ad ROI, and marketing strategy efficiency. How to improve it: change it to a problem statement. If youre more of a visual learner check out this vlog on writing effective OKRs! The reason is a non-descriptive expense name in the invoices. Objectives are supported by key results which benchmarks and monitors how we achieve the objective. Waitarent key results the same as tasks? OKR examples: Company, sales, marketing, HR, and product OKRs Jenny Coppola / September 7th, 2022 Looking for a treasure trove of OKR examples? Over several recent posts, we've covered the OKR framework in a detailed way. Treat your solution as a hypothesis, and keep in mind that its absolutely important to determine the real change the team wants to see in the future, and not just the first good hypothesis that comes to mind. Bonus: See how Spekit uses ClickUp to track quarterly OKRs! Project managers are great at writing project plan which in turn help them to write Project Management OKRs. It can be intimidating to implement a goal-setting system like OKRs. Having a wrong hypothesis is better than having none at all. There are 4 key reasons OKR users find success Common Language: Translating long-term strategies into actionable quarterly focus. Objective: Increase revenue by 30 . OKR Examples For Marketing Priority Problem / Opportunity Our CPA has been climbing and is not over $200 and we need it to be less than $150 whilst still delivering the volume and quality. . In this example, the focus area is improving internal processes but the reason behind it is to impact customer satisfaction. Objective 1: Attract new visitors with the weekly newsletter. Those who move on to later stages in the funnel, tend to buy. Key Results. OKR Examples for Employee Engagement #2. The answer is simple: you shouldnt put your KPIs into your OKRs. Break down the 5 steps for writing good OKRs in a Marketing team. Committed OKRs are the agreed-upon goals prioritized to reach company success. Why is it bad: there is no active verb and no what are we trying to achieve statement. This is also an opportunity for employees to learn about big and small wins from different departments too. They're not sales targets. Whenever you stumble across an example and think "this is good, I can take inspiration from this", make sure that the example follows the general guidelines for a great OKR: Specific - don't create fuzzy OKRs but zoom in on what you want to move, achieve or improve. Not sure which OKR software to pick? Customer Success OKR examples 8. But writing OKRs is no biggie you just need to identify an objective, its key results and the initiatives youll take to achieve them. The benefits of the framework include a better focus on results that matter, increased transparency, and better (strategic) alignment. In order to set the right goals and targets, businesses rely on Objectives and Key Results software, or OKR software as it is more popularly known. This website uses cookies to improve your experience while you navigate through the website. If team managers specify what the payment is for and if there was a prior purchase from this contractor, it would save a lot of time for the financial department. Besides setting the OKR, the sales team should also think about the main things they can do to achieve the results above. Executive Office Operations OKR Examples Grow and align the entire organization through monthly company meetings Create 5-7 monthly topics for high-level transparency Collect 10-15 post-meeting surveys for evaluation Increase participation rate from 70% to 90% Bonus: See how Spekit uses ClickUp to track quarterly OKRs! You also have the option to opt-out of these cookies. Questions? 80% of locations moved to automated booking. You break down ameasurableobjectiveintosimpleresults that help you quicklydetermineif you achieved theobjectiveor not. If youre trying to help your team focus on the most important work, automate progress reporting, and get to the goal faster, check outClickUp. People dont seem to know how to work together effectively and they tend to avoid team meetings and dont ever take a proactive approach to solve problems. KEY RESULT: Increase scheduled calls per sales rep from 3 per week to 6 per week. People, resources, and schedules are rearranged to ensure they get done. The resulting department, team, and individual OKRs must be aligned with, in support of, and contribute to the top company priorities. There might be better ways to solve the problem or there might be other factors you havent considered. But how do you reasonably measure the trust level among employees? If not, it will create barriers to project management and ultimately hurt a businesss success. We know that our relationship with potential customers is crucial for their buying decision but we need to be better at building trust. Remember, your employees deal with loads of information every day. ), Youve most likely seen this OKR formula: . This is causing issues with outstanding payments being delayed, and one way to change the situation is to improve the procedure that team managers are following to submit their payment requests. OBJECTIVE: Launch the new monthly newsletter successfully. Replace old tools and software with advanced . Examples of OKRs for Operations. Double revenue and profitability by 2023. Objective. Unfortunately, company jargon excludes people that dont have the resources to decode, and its not productive (or fair!) If you plan to stay ahead of the competition, your team must have the most straightforward direction, resources, and metrics. This way you can build trust and create an environment for different pieces of information to connect and produce great ideas. Hire a Diverse, High Performing Team. Here are a few places to mention OKRs: A project management tool is a valuable asset to merge alignment, accountability, and engagement in one place. Example 1 Objective: Increase engagement with new customers Key result 1: Triple communication open rate in-product from 6% to 18% Key result 2: Triple follow-up meetings booked per week to 24 And when youre able tofocuson theobjective, you can fullycommitto it. Access and track your OKRs from a central source of truth with ClickUp Goals. Butwhydo they use it? CEO OKR OBJECTIVE: Strengthen our corporate culture Key Results: Roll out a continuous two-way feedback loop via monthly surveys New hires spend 30 hours on training in the first two weeks. So the struggle is real, and the change for the better would be clearly noticeable. Objective:. How to improve it: ask how are we going to get there?. Key result three: Decrease the sales cycle from 30 days to 25.5 days. Lets explore an OKR example for the finance team where company A has an overarching Objective Improve cross-team collaboration. A1: Team managers are not sending primary documentation (receipts, bills, invoices) to us on time and submit their payment requests too close to the payment deadline causing issues with unexpected fines and going over the planned budget. It means we are doing something wrong in the early stages. 1. Here are OKR examples for various departments: Because OKRs are used to align all teams with an organizations top goals, your entire companys OKRs are only as effective as the ones you set at the very top. Let's start with some of the OKR examples to help you quickly get started with the process. 2023 ClickUp | Security | Your Privacy | Terms. To make this goal measurable, your key results could be to: KR1: Increase CTR from 5% to 8%. These are some of the best examples of OKR for Product Development. 2. OKRs in general, should focus not on outputs but on outcomes; on impacts rather than tactics. You can think of these as quarterly OKR examples. Focusing on outcomes (as opposed to to-do lists) is a productivity life-hack and the greatest advantage of the OKR methodology. Design a draft and get approval from client Q2 FY 2017-18. I will __________ (objective), as measured by __________ (key result). But making the process easier might not be the only issue that needs to be solved to improve the processing time. Setup a new crash monitoring system that covers 5 new metrics. Administrative OKRs assist leaders determine if they are focusing on routine duties or adding value to the company. Plus, you will understand your clients decision-making process much better. Teams are the subject-matter experts and owners of the work, Assign a Key Results champion to monitor and lead weekly/monthly OKR check-in meetings. Even if you are confident in the solution, dont assume that its the best one. According to the Scrum Alliance definition, Scrum is an Agile framework meant to help teams tackle complex projects, such as software development projects. Bad Objective: Achieve 50% increase in MRR. Here are some examples to help you map your own goals. to rely on employees to ask what it means. OKR examples categorized by job positions & teams. KR1: Increase the number of positive brand mentions on the web from 3000 to 6000 (30-days average). When the Key Results are clear and focused its easier to prioritize the Initiatives for HR team: So this is what a finalized HR OKR would look like: 14 day free trial for unlimited users invite your team & get started with our sample OKRs. There are two types of goals in the OKR methodology you should know: committed and aspirational. Key Results. But when youresetting OKRs,its another story. But there's hope. KR2 95% completion rate of "closed tickets" by team members within 30 days of hire. Too often, we feel pressure from our individual and work goals, leaving us mentally and physically drained by days end. For the following four quarters, have a reliable turnover prediction. However, you may visit "Cookie Settings" to provide a controlled consent. Reduce the number of unplanned change requests from 5 to 0. 15% sales increase from 10% in the European market. About Us; . Technically, improving cross-functional collaboration is a responsibility of each team but, without intervention, things are not going to improve. This takes many shapes, so it's easier to describe with an example. If you have a task success rate of 70%, increasing it to 90% will be an improvement in user experience. Contents: 1. Learn about some of the significant PMO OKR examples of Profit.co and get ideas on building effective PMO OKRs. OKR (Objectives and Key Results) is an agile framework for setting goals in companies. Project Management OKR Examples. OKR initiatives are very individual and are hard to generalize across organizations and even teams. Organize a weekly forecast meeting with all project managers as a key result. KR3: Expand the audience base from 5,00 to 8,00 in the quarter. So how can quarterly OKRs help a marketing team keep their sanity and stay focused? OKRs for project management bring a unified understanding of the outcomes that a project would like to achieve. Key result two: Close an upsell or recurring deal with 10% of the existing customer base. It is mandatory to procure user consent prior to running these cookies on your website. Read on to find out more about OKRs and take a look at some of the . Here, the focus is enterprise clients so whatever we define as value for this audience would be the central focus of our attention. KR 1: Increase the market share from xx to yy%. Examples of OKR initiatives. Key Results: Create the content strategy and the topics for the next 4 months. Here, the top management and everyone else relate their objectives andkey resultstogetherto make a cohesive plan. If your projects are product-based, you can use the following OKRs: Objective - successfully launch a beta version of the product. Introduced and popularized in the 1970s at Intel, it has since spread throughout technology companies as a way to help employees understand and be engaged in an enterprise's charter. What has been working in the past, and can you double down on that effect? Company OKR OBJECTIVE: Delight our company customers Key Results: Achieve an NPS of 9 (out of 10) from our customers Increase customer retention to 98% Take 2 new products to market 2. This might be, actually, too long of a sentence, and you might want to put some parts of this information in the comment section under the Objective. An OKR best practice is to start with top corporate objectives which are then cascaded to department or team OKRs. The quick guide to using OKR examples 2. This OKR guide is divided into three parts. This is the main outcome we should drive and our primary focus because generating discussions is useless without guiding potential clients to the next steps of the funnel. 60% of guests enrolled in real-time texting service to enhance online ordering experience. What sets OKR apart from other goal-setting frameworks like KPI is that it offers the opportunity to set ambitious and challenging goals. Cultural changes are hard to measure but we always know when there are internal tensions or inefficient processes. Decent Objective: Adjust internal workflow to respond faster to customer needs. What is this feedback supposed to solve? Key Result: Increase avg. 1. Product Management OKR examples 4. So if youve completed at least 70% of your aspirational OKRs, consider it a success! OKR examples should be a good starting point for all this. For more tips on marketing OKRs, read our in-depth guide. In this section, we have gathered 100's of real-world OKR examples. What are the best practices involved & how do you know if a certain KR is better than the other one. Q2-2021 Dispute Ratio. A Product Developers Guide, How To Set Effective Sales Goals (With 5 Examples) 2023, 12 SMART HR Goal Examples for Every Company, Drive 1M organic traffic visitors to the blog by [date], Include at least seven internal links per blog post, Achieve 80-100 in SEO score per blog post, Include descriptive alt text for every static image and GIF per blog post, Audit current blog process every two weeks, Reduce feedback loops from department heads from five days to two days, Create a blog process dashboard to eliminate 100% of bottlenecks, Identify 10-15 common requests and build task templates, Decrease request backlog by 60% across all departments, Increase number of team team satisfaction score by 85% by the end of [date], Decrease one-off email requests in the shared inbox by 55%, Develop three video tutorials to reduce in-person training meetings, Identify one owner and three co-authors to optimize the wiki document, Decrease average time to approve department requests from three days to one day, Audit team calendar every two weeks for meeting relevancy, Increase on-time task completion rate from 60% to 90%, Build personal development plans with 100% of the team, Increase task success rate from 80% to 95%, Submit 5-8 training and coaching opportunities, Interview 30 customers every month to provide suggestions for improved use of products/services, Decrease product-related complaints from 45 to 20, Maintain a max 24-hour response time in the support queue, Defined documentation of 3 core responsibilities: Lead, Manager, and Specialist, Launch Support department growth plan and org structure by [date] (, Launch Lead and Manager certification and continued skill building/training by [date], Build one feedback loop dashboard between managers, leads, and squad members, Increase customer feedback rate from 8.9 to 9.9, Improve employee satisfaction score from 7.6 to 8.9, Launch squad reorganization plan by [date], Increase percentage of support tickets resolved per week from 60% to 80%, Find 30-50 volunteers across the organization to test features before launch, Decrease time to fix critical bugs in production from 24 hours to 16 hours, Audit QA testing every three weeks for efficiency, Pilot a test project in the first four months for individual feedback and results, Implement automated performance reporting by [quarter and year], Launch communication dashboard for all issues and risks by [quarter and year] (Check out these, Improve response time from 20 to ten minutes, Audit non-critical meetings on the team calendar every two weeks to determine if necessary, Hire four new events coordinators by the end of the quarter, Participate in 3-5 events training classes every two months, Set and track 8-10 individual contribution tasks by [date], Increase percentage of post-show engagement from 12% to 40%, Host training sessions for all on-site volunteers one month before the event, Generate 500K in sales pipeline from the event by [date], Create 5-7 monthly topics for high-level transparency, Collect 10-15 post-meeting surveys for evaluation, Increase participation rate from 70% to 90%, Source and test cloud-based software to launch in [date], Process policy changes from 24 hours to eight hours, Increase employee office satisfaction score from 7.8 to 9.8, Offer one new product option each quarter, Establish a reward point system for complimentary company swag, Implement quarterly training for facilities staff, Increase office satisfaction rating from 88% to 98%, Reduce spending on office supplies from 20% to 10%, Source and test 3-5 booking software with mobile capabilities, Evaluate current room usage to propose 5-8 solutions for workplace design and costs, Reduce booking conflicts from 20% to 12% by the end of the quarter, Decrease time spent on switching between inboxes and voicemails from 14% to 5%, Lower resolution time from 24 hours to ten hours, Create a knowledge base for 10-20 most common requests that can be resolved without creating a ticket, Offer one personalized training program for eligible team members, Offer two employees each month to shadow leadership team members, Host free education seminars for all team members every six weeks, Integrate all purchasing requests to cloud-based software by [date], Adjusting spending levels across all departments by 30% without sacrificing quality, Decrease contracts and payments uploading time from two hours to 30 minutes, Decrease time spent backtracking receipts and logs from two weeks to three days, Develop 5-7 training materials for HR coordinators to build interview skills, Create a 2-4 minute video for policy update and awareness, Source and launch one communication channel within the first 20 days in [date], Maintain employee retention rate above 80%, Create free and available 24/7/365 online professional programs for the top 10 roles, Source and implement one mobile-friendly software in the first 30 days of [date], Decrease average ticket response time via mobile from one hour to 15 minutes, Increase number of training videos and materials from one to four, Set, track, and manage pricing terms for top 3 critical business systems, Propose 3-5 target operating models to adopt by [date], Decrease monthly software spending from $10k to $5k, Bring software and application usage from 12 to three, Perform audits every four weeks to assess individual workloads and software usage, Improve operational efficiency from 78% to 89%, Propose 3-5 solutions for a mobile-first communication tool, Achieve a score of 90 in internal communications surveys, Increase goal completion rate from 74% to 89%, Meet with 10-15 team members for role-specific needs and issues, Create one data use plan and publish it in the first 30 days of [quarter], Increase approval turnaround from three days to one day, Create four levels to categorize request type, Develop new form agreements to launch by [date], Increase Net Promoter Score (NPS) from 30 to 45 or better, Source 3-5 marketing agencies for asset and messaging, Drop four public previews before the launch date, Write 15 blog posts to help promote the podcast, Gain 5,000 podcast subscribers in the first month of launch, Increase email newsletter open rates from 40% to 60%, Increase positive mentions from customers from 50 to 80, Send all hardware and application access within three days of their start date, Replace text-based manuals and guides with visual aids by [date], Implement onboarding dashboard to reduce overlap work from 12% to 5%, Offer 5-7 online courses for continued growth, Conduct role-specific training every eight weeks, Streamline all tasks and HR paperwork into one task list per role by [date], Determine one onboarding coordinator to oversee individual department onboarding activities, Perform testing interviews with ten key accounts, Increase speed of product bug resolution by 75%, Hire 2 UX designers and 3 product managers by [date], Perform six one-on-one product training sessions for new hires within 60 days of their start date, Evaluate 3-5 individual contributors going beyond their roles to improve processes and product, Host five Lunch and Learn sessions to showcase new features before launch late, Increase learning time with each department from 5% to 15%, Conduct five cross-functional knowledge sharing sessions, Publish three original brand stories every week, Create a templated creative collateral kit by [date], Audit assets every four weeks for necessary updates, Increase outreach activities from 20% to 40%, Convert influencers into affiliates from 8% to 20%, Interview ten current affiliates for feedback, Publish official criteria guide by [date], Increase score of automation tests from 75% to 89%, Data validation is completed within one hour after testing, Identify one lead in each department to gather communication feedback bi-weekly, Share the progress of unfinished and completed work two hours before the end of the workday, Reduce team meetings from twice a day to once a day without sacrificing quality, Maintain review response time of fewer than eight hours on every task, Create a Master Feature and Team Lead list by [date], Identify 5-7 categories of bug severity by [date], Conduct three request button tests each month, Increase Request Demo form submissions from 40% to 60%, Require one enterprise and one startup sales webinar participation per month, Collaborate with the product team to produce a knowledge wiki by [date], Increase customer satisfaction score from 50% to 89%, Implement 5-7 strategies for personal presentation plans for enterprise customers, Increase monthly leadership posts from 20 to 50, Increase audience impressions from 16,00 to 20,000, Maintain video content posts at 4 per week, Increase response rate to social media comments from 45% to 65%, Increase the number of Twitter mentions and replies from 2,000 to 4,000 by [date], Source 3-5 potential social media management tools by [date], Increase customer satisfaction score from 78 to 89, Hire two social content specialists by [date], Propose 2-4 strategies by [date] to promote and distribute content, Propose a financial plan for cost implementation and technology resources by [date], Identify five top roles to pilot a trial run by [date], Launch performance coaching program by [date], Interview 200 team members to gather learning opportunities feedback, Allocate 20 hours per T&L team member per month for training compliance, Achieve aweekly Employee Satisfaction Scoreof >8, Survey ten candidates and 100 new employees for improvements, Collaborate with the marketing and creative teams to reskin the most viewed brand collateral, Build ten sustainable sets for perpetual use, Develop training materials for equipment handling by [date], Partner with Recruiting team to fill four on-call videographer roles, Hire two editors and four video coordinators, Offer one training seminar for all team members every six weeks, Interview ten team members for feedback on the current process, Research top-performing and less-engaged video content to propose 3-6 writing strategies, Task = the tactics/activities to get there .

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