Tability is a cheatcode for goal-driven teams. Set perfect OKRs with AI, stay focused on the work that matters.
What are Team Supervisors 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.
OKRs are quickly gaining popularity as a goal-setting framework. But, it's not always easy to know how to write your goals, especially if it's your first time using OKRs.
To aid you in setting your goals, we have compiled a collection of OKR examples customized for Team Supervisors. Take a look at the templates below for inspiration and guidance.
If you want to learn more about the framework, you can read our OKR guide online.
The best tools for writing perfect Team Supervisors 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
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.
Team Supervisors OKRs examples
We've added many examples of Team Supervisors 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 boost employee retention significantly
ObjectiveBoost employee retention significantly
KRImplement 2 staff development programs that 80% of employees participate in
Research desirable skills for staff enhancement programs- Promote the programs to encourage employee participation
- Design two comprehensive staff development programs
- KRDecrease staff turnover rate by 15%
- Implement regular team building and morale boosting activities
- Introduce competitive remuneration and benefits packages
- Conduct exit interviews to identify problem areas
- KRIncrease employee satisfaction score by 20% via internal survey
- Conduct anonymous survey to understand employee's job satisfaction level
- Resurvey to measure improvement in employee satisfaction
- Utilize survey results to design and implement meaningful improvements
OKRs to enhance and quantify key performance measurement
- ObjectiveEnhance and quantify key performance measurement
- KRAchieve 90% employee satisfaction in feedback process based on performance evaluation metrics
- Develop clear, fair performance evaluation criteria
- Provide timely, constructive feedback to employees
- Implement regular anonymous employee feedback surveys
- KRDevelop comprehensive metrics to evaluate employee performance across all departments
- Design a standard evaluation form incorporating these metrics
- Identify key performance indicators for each department
- Implement regular performance appraisal sessions
- KRTrain management in use and interpretation of performance evaluation tools
- Schedule training sessions on performance evaluation tools
- Develop case studies to facilitate understanding
- Conduct real-time practise sessions for hands-on experience
OKRs to establish a scalable operating system for rapid growth
- ObjectiveEstablish a scalable operating system for rapid growth
- KRIncrease speed of hiring process by implementing system improvements, reducing time-to-hire by 25%
- Identify inefficiencies in the current hiring process
- Train HR team on the new systems
- Implement a digital applicant tracking system
- KRTrain 85% of supervisors in new procedures for scalability by the end of the quarter
- Design and execute appropriate training programs
- Monitor and document training progress regularly
- Identify supervisors needing training in scalable procedures
- KRStreamline onboarding process to reduce new employee ramp-up time by 30%
- Incorporate feedback to continuously improve onboarding
- Develop comprehensive, easy-to-understand training materials
- Implement a mentorship program for new hires
Team Supervisors 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
Having too many OKRs is the #1 mistake that teams make when adopting the framework. The problem with tracking too many competing goals is that it will be hard for your team to know what really matters.
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
Setting good goals can be challenging, but without regular check-ins, your team will struggle to make progress. We recommend that you track your OKRs weekly to get the full benefits from the framework.
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 Team Supervisors OKR dashboards
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
We recommend using a spreadsheet for your first OKRs cycle. You'll need to get familiar with the scoring and tracking first. Then, you can scale your OKRs process by using 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 Team Supervisors OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to successfully lead the organisation of online event "12 Days of Christmas"
- OKRs to enhance resource allocation based on design skills and portfolio
- OKRs to enhance application performance in data center and cloud environments
- OKRs to enhance cloud architecture expertise and expand project portfolio
- OKRs to reduce the count of major incidents significantly
- OKRs to foster a stronger bond within the team