2 Skill Gap Identification OKR examples with initiatives

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What are Skill Gap Identification 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 Skill Gap Identification. 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.

Skill Gap Identification OKRs examples

You'll find below a list of Objectives and Key Results templates for Skill Gap Identification. We also included strategic projects for each template to make it easier to understand the difference between key results and projects.

Hope you'll find this helpful!

OKRs to effectively staff all prioritized tasks with qualified professionals

ObjectiveEffectively staff all prioritized tasks with qualified professionals
KRHire or train 20% more qualified personnel to fill identified skill gaps
Initiate recruitment drive for qualified personnel
Identify specific skill gaps within the current team
Develop and start a relevant staff training program
KRIdentify skills gaps in current team against prioritized activities by end of week 2
Review current team skills and project activity priority list
Compare skill set with required skills for activities
Document and analyze potential skills gaps presented
KRAchieve 100% staffing rates for top-priority tasks, with all staff fully trained
Identify and prioritize top-priority tasks
Develop comprehensive job-specific training programs
Hire or train sufficient staff for each task

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OKRs to develop a comprehensive IT upskilling program for colleagues

ObjectiveDevelop a comprehensive IT upskilling program for colleagues
KRIdentify 3 major IT skill gaps in the team within 7 days
Compare findings with current IT skill standards
Analyze team's recent project performance
Survey team to identify perceived IT skills deficiencies
KRAchieve 80% completion rate across all training modules over the quarter
Regularly monitor and review completion progress
Implement incentives to motivate completion
Develop engaging and comprehensive training modules
KRDesign 2 in-depth training modules per identified gap in the subsequent 3 weeks
Design and finalize two training modules per gap
Identify the gaps that need training modules
Develop detailed outlines for each module

it-upskilling skill-gap-identification it-team-lead training-supervisor it-department learning-&-development-team

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How to write your own Skill Gap Identification 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 OKRs

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.

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.

Skill Gap Identification 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 Skill Gap Identification OKRs

OKRs without regular progress updates are just KPIs. You'll need to update progress on your OKRs every week to get the full benefits from the framework. 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 a proper OKR platform to make things easier.

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 Skill Gap Identification OKR templates

We have more templates to help you draft your team goals and OKRs.

2 OKR examples for Skill Gap Identification