Tability is a cheatcode for goal-driven teams. Set perfect OKRs with AI, stay focused on the work that matters.
What are People & Network Engagement Team 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.
Crafting effective OKRs can be challenging, particularly for beginners. Emphasizing outcomes rather than projects should be the core of your planning.
We have a collection of OKRs examples for People & Network Engagement Team to give you some inspiration. You can use any of the templates below as a starting point for your OKRs.
If you want to learn more about the framework, you can read our OKR guide online.
The best tools for writing perfect People & Network Engagement Team OKRs
Here are 2 tools that can help you draft your OKRs in no time.
Tability AI: to generate OKRs based on a prompt
Tability AI allows you to describe your goals in a prompt, and generate a fully editable OKR template in seconds.
- 1. Create a Tability account
- 2. Click on the Generate goals using AI
- 3. Describe your goals in a prompt
- 4. Get your fully editable OKR template
- 5. Publish to start tracking progress and get automated OKR dashboards
Watch the video below to see it in action 👇
Tability Feedback: to improve existing OKRs
You can use Tability's AI feedback to improve your OKRs if you already have existing goals.
- 1. Create your Tability account
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on Generate analysis
- 4. Review the suggestions and decide to accept or dismiss them
- 5. Publish to start tracking progress and get automated OKR dashboards
![AI feedback for OKRs in Tability](https://tability-templates-v2.vercel.app/_next/static/media/feedback_ai_tability.08ced31b.png)
Tability 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.
People & Network Engagement Team OKRs examples
We've added many examples of People & Network Engagement Team Objectives and Key Results, but we did not stop there. Understanding the difference between OKRs and projects is important, so we also added examples of strategic initiatives that relate to the OKRs.
Hope you'll find this helpful!
OKRs to enhance the effectiveness of people management practices
ObjectiveEnhance the effectiveness of people management practices
KRIncrease team productivity by 20% through refined people management practices
Develop communication protocols to streamline information flow
Introduce peer recognition and reward systems
Implement weekly team-specific training and skill development sessions
KRReduce turnover rate by 15% through improved management strategies
Implement comprehensive management training programs
Foster a positive and inclusive workplace environment
Develop clear communication channels between staff and management
KRImplement feedback collection system for 100% of team members
Train all team members on how to use the feedback system
Establish a regular schedule for feedback collection and review
Select an effective feedback collection tool suitable for the team
OKRs to strengthen the partnership between business leaders and people business partners
ObjectiveStrengthen the partnership between business leaders and people business partners
KRIncrease leader satisfaction rate with partner support by 25%
Establish a 24/7 support line for immediate assistance
Conduct regular feedback sessions with leaders for continuous improvement
Implement training programs to enhance partner support skills
KRImprove response times to business leader inquiries by 30%
Implement a tracking system for prompt response to inquiries
Train employees in efficient problem-solving techniques
Prioritize addressing business leaders' inquiries promptly
KRAchieve 30% more successful project deliveries with partner involvement
Schedule regular training sessions to improve project execution skills
Increase communication frequency with partners regarding project status
Engage partners in decision-making and problem-solving processes
OKRs to establish a robust “People & Network Engagement” team
ObjectiveEstablish a robust “People & Network Engagement” team
KRCommence recruitment drive and shortlist potential candidates
Publish job postings on relevant recruitment platforms
Outline job descriptions and qualifications for open positions
Screen resumes and select potential candidates
KRIdentify and outline necessary job roles for the new team
Review project requirements to determine necessary roles
Draft proposed team structure and roles
Outline responsibilities and skills for each role
KRSuccessfully hire and onboard X team members
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
OKRs to increase cost management efficiency for people and operations
ObjectiveIncrease cost management efficiency for people and operations
KRImplement cost tracking system to monitor and analyze spend across departments
Train department heads in cost tracking system usage
Launch system and begin monitoring departmental expenses
Select cost tracking software suitable for our business needs
KRTrain managers on cost management best practices to mitigate overspending
Follow-up on training effectiveness and changes
Identify experts to guide practice implementation
Arrange cost management training seminars for managers
KRReduce operational costs by 10% through process optimization and automation
Conduct a thorough assessment of current operational processes
Implement process optimization and automation strategies
Identify inefficiencies and areas for automation
OKRs to boost HR effectiveness in facilitating organization and people growth
ObjectiveBoost HR effectiveness in facilitating organization and people growth
KRIncrease employee retention rate by 20%
Enhance company benefits and compensation packages
Implement a comprehensive employee development and training program
Increase regular feedback and recognition sessions
KRDecrease average hiring process time by 15%
Establish a structured, efficient onboarding process
Streamline interview scheduling with automated tools
Implement standardised skill-based assessments
KRUpgrade leadership development programs benefiting 30% of employees
Source and hire professional development consultants
Conduct survey to identify areas for leadership program improvement
Implement program changes based on consultant feedback
People & Network Engagement Team 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.
Save hours with automated OKR dashboards
![AI feedback for OKRs in Tability](https://tability-templates-v2.vercel.app/_next/static/media/OKR_dashboard.a905853d.png)
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
Spreadsheets are enough to get started. Then, once you need to scale you can use Tability to save time with automated OKR dashboards, data connectors, and actionable insights.
How to get Tability dashboards:
- 1. Create a Tability account
- 2. Use the importers to add your OKRs (works with any spreadsheet or doc)
- 3. Publish your OKR plan
That's it! Tability will instantly get access to 10+ dashboards to monitor progress, visualise trends, and identify risks early.
More People & Network Engagement Team OKR templates
We have more templates to help you draft your team goals and OKRs.
OKRs to comprehensive inventory creation of Business-led IT services
OKRs to successfully sunset Rapid7 platform
OKRs to streamline ticket response and resolution processes
OKRs to ensure water-proof status of all line extenders and taps on cable system
OKRs to augment lead generation and business opportunity conversion
OKRs to enhance IT efficiency and business process optimization