Establish a robust “People & Network Engagement” team
A starting point for clearer priorities and measurable progress. Make the targets your own.
Suggested timeframe: Set with your team1 objective · 3 key results
YOUR STARTING POINTTeam OKRs
OBJECTIVE
Establish a robust “People & Network Engagement” team
KR 1
Commence recruitment drive and shortlist potential candidates
KR 2
Identify and outline necessary job roles for the new team
KR 3
Successfully hire and onboard X team members
Ideas to get you moving
Publish job postings on relevant recruitment platforms
Outline job descriptions and qualifications for open positions
Screen resumes and select potential candidates
Review project requirements to determine necessary roles
Draft proposed team structure and roles
Outline responsibilities and skills for each role
Identify necessary roles and required skillsets for X team members
Create and implement a comprehensive onboarding program for new hires
Conduct interviews and complete hiring paperwork for selected candidates
Example targets. Adapt to your baseline before you start.
About this template
The overall aim of this OKR is to establish a strong and competent “People & Network Engagement” team. To do so, the first key objective refers to initiating a recruitment campaign and creating a shortlist of potential candidates. Strategies include posting job offers on appropriate recruitment platforms and providing clear job descriptions and qualifications.
The second objective in this OKR involves identifying and explaining the necessary job roles within the new team. The project's requirements will be reviewed to ascertain the required roles. A proposition for a team structure will be developed and responsibilities and skills for each role will be described.
The third focus of this OKR is to effectively hire and onboard a specified number of team members. Understanding the necessary roles and skillsets for these team members is important. A comprehensive onboarding program will be created and set into motion for newly employed team members.
In every stage, outcomes are to be tracked from 0 to 100%, with the score format expressed as a percentage. This ensures a quantifiable measure of progress, successful implementation of initiatives, and an effective execution of the goal contained in the OKR.
Make it work for your team
01
Set your baseline. Check where you are today, then choose targets that stretch your team.
02
Agree on ownership. Give each key result a clear owner and a source of data.
03
Check in every week. Review the numbers, share confidence, and decide what needs attention.
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---
title: Establish a robust “People & Network Engagement” team
objectives:
- title: Establish a robust “People & Network Engagement” team
outcomes:
- title: Commence recruitment drive and shortlist potential candidates
from: 0.0
to: 100.0
score_format: _number_%
initiatives:
- title: Publish job postings on relevant recruitment platforms
- title: Outline job descriptions and qualifications for open positions
- title: Screen resumes and select potential candidates
- title: Identify and outline necessary job roles for the new team
from: 0.0
to: 100.0
score_format: _number_%
initiatives:
- title: Review project requirements to determine necessary roles
- title: Draft proposed team structure and roles
- title: Outline responsibilities and skills for each role
- title: Successfully hire and onboard X team members
from: 0.0
to: 100.0
score_format: _number_%
initiatives:
- title: Identify necessary roles and required skillsets for X team members
- title: Create and implement a comprehensive onboarding program for new hires
- title: Conduct interviews and complete hiring paperwork for selected candidates
Team OKR example
Suggested timeframe: Set with your team
1 objective · 3 key results
Example targets. Adapt to your baseline before you start.