HCM GROUP

HCM Group 

HCM Group 

A Tool for HR Leaders and Managers to Plan and Track OKRs (Objectives and Key Results)

Instructions for Use

This template helps HR leaders, managers, and teams set meaningful Objectives (the “what”) and measurable Key Results (the “how”). OKRs should be set collaboratively with employees to ensure alignment with organizational goals and foster a sense of accountability and motivation. This template includes space for tracking progress and identifying key learnings at the end of the period.

OKR Planning Overview

• Objective: What is the overarching goal you want to achieve? It should be qualitative and inspirational.
• Key Results: These are the measurable outcomes that will define success for the objective. They should be quantifiable and focus on performance indicators.

OKR Planning Template (Editable)

1. Objective:

(Describe the overarching goal that will drive performance and focus for the period)

• Objective Statement:
  Example: Increase company-wide customer satisfaction through enhanced support services.

2. Key Results:

(List the key results that measure progress toward the objective. Make sure each key result is measurable and time-bound)

• Key Result 1:
  Example: Achieve a 90% satisfaction score on customer support surveys by the end of Q2.
• Key Result 2:
  Example: Reduce customer complaints by 20% within 3 months.
• Key Result 3:
  Example: Implement a new customer service training program for all support agents, with 100% participation by the end of the quarter.

3. Action Plan:

(Outline the steps or initiatives that will be taken to achieve the key results. Be as specific as possible)

• Action Step 1:
  Example: Survey customers about their current satisfaction levels to establish a baseline.
• Action Step 2:
  Example: Roll out monthly coaching sessions for the support team.
• Action Step 3:
  Example: Integrate a new CRM system to streamline issue tracking and resolution.

4. Resources & Support:

(Identify the resources, tools, or support needed to achieve the OKRs)

• Resource 1:
  Example: Customer feedback software tool for survey management.
• Resource 2:
  Example: Access to a dedicated training coordinator for support team education.
• Resource 3:
  Example: Collaboration with IT for CRM system integration.

5. Timeline:

(Set specific milestones and deadlines for each key result)

• Key Result 1:
  Deadline: June 30th – Achieve 90% customer satisfaction score.
• Key Result 2:
  Deadline: June 30th – Reduce complaints by 20%.
• Key Result 3:
  Deadline: May 15th – Complete customer service training for all agents.

6. Progress Tracking:

(Track the progress of each key result throughout the period. This section can be updated regularly)

7. OKR Review & Feedback:

(At the end of the OKR cycle, review progress and assess what worked and what didn’t)

• Objective Achievement (Y/N):
  Example: Yes, we achieved the objective by improving customer satisfaction to 91%.
• Key Result 1: Did we meet the 90% satisfaction goal? Yes, achieved 92%.
• Key Result 2: Were customer complaints reduced by 20%? Yes, complaints reduced by 25%.
• Key Result 3: Was the training program completed on time? Yes, all agents participated.
• What went well?
  Example: Customer engagement through the new CRM system helped streamline complaints and feedback.
• What challenges were faced?
  Example: Delay in CRM system integration affected timelines.
• Lessons Learned for Next Cycle:
  Example: More detailed planning and earlier CRM system setup would allow for more flexibility in meeting deadlines.

Editable Format Options

This OKR Planning Template can be used in the following editable formats:

• Word Document
• Google Docs (collaborative)
• Excel/Google Sheets (for easier tracking and updates)
• Trello/Asana Board (for teams using task management software)

By using this OKR Planning Template, HR leaders and managers can help employees focus on impactful objectives and track progress toward measurable key results. The review section at the end of the cycle ensures that performance is assessed effectively and that key learnings are captured for future cycles.

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