HR teams often feel that the results of their work are qualitative, and so inevitably hard to measure. How do you put a number on a positive shift in culture or employee engagement?
Normally, people who are working in the company are the best source of knowledge about these things. For example, you could survey employees on perceived improvements or do a before and after survey on work engagement and see if responses changed over time.
Be careful not to write generic Objectives that would be the same from quarter to quarter. Put all of the ideas you have in mind in front of you, and think: what kind of problem are you trying to solve and how will you know that you are moving in the right direction?
Key Results are not milestones with deadlines, they are not one-off actions either. And while some positive changes take time to manifest themselves, there is always something that you can achieve within a quarter. So what is the number one priority for this quarter and how will you measure the success of your work?
See good HR OKR examples below. Use them as a reference when you are trying to come up with your own Human Resource OKRs.
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