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tability.ioWhat are Employee Onboarding OKRs?
The Objective and Key Results (OKR) framework is a simple goal-setting methodology that was introduced at Intel by Andy Grove in the 70s. It became popular after John Doerr introduced it to Google in the 90s, and it's now used by teams of all sizes to set and track ambitious goals at scale.
Writing good OKRs can be hard, especially if it's your first time doing it. You'll need to center the focus of your plans around outcomes instead of projects.
We understand that setting OKRs can be challenging, so we have prepared a set of examples tailored for Employee Onboarding. Take a peek at the templates below to find inspiration and kickstart your goal-setting process.
If you want to learn more about the framework, you can read our OKR guide online.
Employee Onboarding OKRs examples
You will find in the next section many different Employee Onboarding Objectives and Key Results. We've included strategic initiatives in our templates to give you a better idea of the different between the key results (how we measure progress), and the initiatives (what we do to achieve the results).
Hope you'll find this helpful!
OKRs to establish a comprehensive new hire onboarding program
ObjectiveEstablish a comprehensive new hire onboarding program
KRDevelop a clear, structured onboarding plan within the first 2 weeks
Outline a schedule for training sessions, workshops, and meetings- Prepare a comprehensive, easy-to-follow onboarding guide
- Identify key roles, responsibilities, and systems new hires must understand
- KRAchieve 90% satisfaction rate on new hire feedback surveys about onboarding experience
- Develop a detailed, comprehensive onboarding program with clear expectations
- Collect regular feedback from new hires and implement necessary adjustments
- Provide consistent mentorship and support for new employees during onboarding
- KRTrain 100% of HR team to effectively implement onboarding program
- Choose appropriate training resources or programs
- Schedule and oversee training sessions
- Identify existing knowledge gaps in the HR team's onboarding skills
OKRs to establish an efficient 30-day onboarding program for new hires
- ObjectiveEstablish an efficient 30-day onboarding program for new hires
- KRSuccessfully onboard 90% of new hires within the stipulated 30-day time frame
- Develop an efficient, comprehensive onboarding process
- Monitor progress and address queries promptly
- Assign mentors to guide new hires
- KRDevelop comprehensive training material covering all job roles by week 4
- Complete drafting of all training material by week 3
- Design outline for individual role-specific training materials
- Identify all job roles and requirements within the organization
- KRAchieve above 85% new hire satisfaction rate post onboarding program completion
- Use feedback to continuously improve the onboarding process
- Survey new hires after program completion regularly
- Implement a comprehensive, engaging onboarding program
OKRs to develop a top-notch, innovative onboarding system in the company
- ObjectiveDevelop a top-notch, innovative onboarding system in the company
- KREvaluate effectiveness through 30% decrease in initial training completion time
- Compare new times to previous results for improvement
- Implement a new training method aimed at efficiency
- Monitor and record initial training completion times
- KRAchieve 20% improvement in new hire retention after 90 days
- Establish a mentorship program for new hires
- Monitor progress and give feedback regularly
- Implement a comprehensive onboarding and training program
- KRDesign and implement new onboarding program for 80% of new hires by quarter-end
- Develop a comprehensive onboarding schedule for new hires
- Implement and monitor the new onboarding program
- Identify key skill areas to cover in the onboarding program
OKRs to enhance the employee adaptation process for better integration
- ObjectiveEnhance the employee adaptation process for better integration
- KRImplement a new orientation program for 80% of newly hired employees
- Develop metric tools to track program participation and effectiveness
- Assign a team to implement and oversee the new orientation program
- Design an effective, comprehensive orientation structure for new hires
- KRIncrease employee engagement score by 25% after 3 months of employment
- Conduct consistent one-on-one check-ins with each employee
- Implement regular team-building activities
- Use recognition programs to reward outstanding work
- KRDecrease average time to full productivity for new hires by 20%
- Include performance tracking in the first week
- Provide mentorship programs for quicker skill acquisition
- Implement an intensive, streamlined onboarding program
OKRs to develop high-performing distribution teams via effective hiring and onboarding
- ObjectiveDevelop high-performing distribution teams via effective hiring and onboarding
- KRAchieve a 90% retention rate among new hires after the first 90 days
- Establish clear communication between management and employees
- Regularly provide constructive feedback and support
- Implement an effective onboarding process for new hires
- KRImplement a comprehensive onboarding program for 100% of new hires
- Identify essential company knowledge for comprehensive onboarding
- Compile resources and material for onboarding program
- Schedule onboarding sessions for all new hires
- KRIncrease the recruitment of qualified candidates by 30%
- Leverage LinkedIn for headhunting and networking
- Enhance job advertisements to attract more qualified applicants
- Attend industry-specific career fairs and conventions
OKRs to streamline the clinic onboarding process for new hires
- ObjectiveStreamline the clinic onboarding process for new hires
- KRIncrease early productivity of new hires by 20% as a result of improved onboarding
- Pair new hires with experienced mentors
- Regularly assess and adjust the onboarding process
- Revamp onboarding with detailed training programs
- KRImplement a digital orientation program attaining 95% satisfaction among new employees
- Regularly survey new employees for feedback and improvement ideas
- Implement necessary improvements regularly based on the received feedback
- Develop a comprehensive digital orientation program with engaging content
- KRReduce onboarding duration by 15% by the end of next quarter
- Create condensed orientation material
- Implement on-demand web-based training modules
- Develop a more efficient onboarding process
OKRs to improve talent onboarding and retention strategies
- ObjectiveImprove talent onboarding and retention strategies
- KRDecrease new hire turnover rate by 20%
- Establish a mentorship program for new employees
- Implement a comprehensive and engaging orientation program
- Improve the company's benefits and compensation package
- KRImplement improved onboarding program leading to 95% new hire satisfaction
- Develop an interactive, comprehensive orientation for new hires
- Survey new hires to identify areas needing improvement
- Regularly update onboarding materials based on feedback
- KRIncrease retention rate to 90% among employees within their first year
- Create clear advancement opportunities within the company
- Implement comprehensive onboarding program for new hires
- Regularly conduct employee satisfaction surveys
OKRs to build a superb employee onboarding program
- ObjectiveBuild a world-class employee onboarding program
- KRReduce service desks enquiries from new hires in week-1 by 20%
- KR100% of new recruits have their workstation setup on day 1
- KR80% of new hires manage to complete their onboarding checklist in the first 30 days.
- KRImprove onboarding satisfaction score from 70% to 90%
OKRs to transform the pre-start employee journey after offer acceptance
- ObjectiveTransform the pre-start employee journey after offer acceptance
- KRDesign and implement a new digital onboarding platform for 90% user satisfaction
- Develop a user-friendly and interactive design for platform
- Conduct regular user satisfaction surveys and adjust accordingly
- Identify user requirements and expectations for the onboarding platform
- KRAchieve a 30% reduction in time-to-productivity for new hires
- Provide industry-specific training immediately
- Assign new hires a mentor for guidance
- Implement a comprehensive, streamlined onboarding process
- KRReduce open query rates by 70% through proactive communication
- Implement an automated response system for instant replies
- Develop an FAQ section addressing common queries
- Implement a routine for regular client updates on query status
OKRs to amplify employee satisfaction levels
- ObjectiveAmplify employee satisfaction levels
- KRImplement two new employee benefits or wellness programs
- Implement and communicate new programs to employees
- Evaluate current employee benefits and identify room for improvements
- Research and propose two new benefit or wellness programs
- KRDecrease turnover rate by 15%
- Implement employee engagement and satisfaction surveys
- Develop comprehensive onboarding and training programs
- Introduce competitive compensation and benefits packages
- KRIncrease employee engagement survey scores by 20%
- Enhance training programs focused on employee personal development
- Initiate monthly one-on-one employee feedback sessions with managers
- Implement regular team building activities for stronger coworker relationships
How to write your own Employee Onboarding OKRs
1. Get tailored OKRs with an AI
You'll find some examples below, but it's likely that you have very specific needs that won't be covered.
You can use Tability's AI generator to create tailored OKRs based on your specific context. Tability can turn your objective description into a fully editable OKR template -- including tips to help you refine your goals.
- 1. Go to Tability's plan editor
- 2. Click on the "Generate goals using AI" button
- 3. Use natural language to describe your goals
Tability will then use your prompt to generate a fully editable OKR template.
Watch the video below to see it in action 👇
Option 2. Optimise existing OKRs with Tability Feedback tool
If you already have existing goals, and you want to improve them. You can use Tability's AI feedback to help you.
- 1. Go to Tability's plan editor
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on "Generate analysis"
Tability's Strategy Map makes it easy to see all your org's OKRsTability will scan your OKRs and offer different suggestions to improve them. This can range from a small rewrite of a statement to make it clearer to a complete rewrite of the entire OKR.
You can then decide to accept the suggestions or dismiss them if you don't agree.
Option 3. Use the free OKR generator
If you're just looking for some quick inspiration, you can also use our free OKR generator to get a template.
Unlike with Tability, you won't be able to iterate on the templates, but this is still a great way to get started.
Employee Onboarding OKR best practices
Generally speaking, your objectives should be ambitious yet achievable, and your key results should be measurable and time-bound (using the SMART framework can be helpful). It is also recommended to list strategic initiatives under your key results, as it'll help you avoid the common mistake of listing projects in your KRs.
Here are a couple of best practices extracted from our OKR implementation guide 👇
Tip #1: Limit the number of key results
The #1 role of OKRs is to help you and your team focus on what really matters. Business-as-usual activities will still be happening, but you do not need to track your entire roadmap in the OKRs.
We recommend having 3-4 objectives, and 3-4 key results per objective. A platform like Tability can run audits on your data to help you identify the plans that have too many goals.
Tip #2: Commit to weekly OKR check-ins
Don't fall into the set-and-forget trap. It is important to adopt a weekly check-in process to get the full value of your OKRs and make your strategy agile – otherwise this is nothing more than a reporting exercise.
Being able to see trends for your key results will also keep yourself honest.
Tip #3: No more than 2 yellow statuses in a row
Yes, this is another tip for goal-tracking instead of goal-setting (but you'll get plenty of OKR examples above). But, once you have your goals defined, it will be your ability to keep the right sense of urgency that will make the difference.
As a rule of thumb, it's best to avoid having more than 2 yellow/at risk statuses in a row.
Make a call on the 3rd update. You should be either back on track, or off track. This sounds harsh but it's the best way to signal risks early enough to fix things.
How to track your Employee Onboarding OKRs
The rules of OKRs are simple. Quarterly OKRs should be tracked weekly, and yearly OKRs should be tracked monthly. Reviewing progress periodically has several advantages:
- It brings the goals back to the top of the mind
- It will highlight poorly set OKRs
- It will surface execution risks
- It improves transparency and accountability
Most teams should start with a spreadsheet if they're using OKRs for the first time. Then, once you get comfortable you can graduate to a proper OKRs-tracking tool.
If you're not yet set on a tool, you can check out the 5 best OKR tracking templates guide to find the best way to monitor progress during the quarter.
More Employee Onboarding OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to successfully accomplish set goal
- OKRs to expand the company's market presence
- OKRs to enhance stakeholder and senior management engagement in product line discussions
- OKRs to secure two contracts with value at least $300,000
- OKRs to boost client engagement and improve retention rates
- OKRs to enhance Operational Efficiency & Productivity of Legal Team