Use these examples as starting points
These are illustrative objectives and measure ideas, not universal targets. Choose baselines and targets from your own context. Separate activities from outcomes and discuss dependencies before committing.
People team objectives
Objective: Help new colleagues become confident contributors.
- Measure clarity of role expectations at the first check-in.
- Measure time to a first independently completed task.
- Track unresolved onboarding blockers and their causes.
Objective: Make manager conversations more useful.
- Assess whether employees leave check-ins with clear next steps.
- Review follow-through on agreed support actions.
- Gather examples of goals adapted after a useful conversation.
Customer and project team objectives
Objective: Improve the handover from sales to customer success.
- Measure completeness of agreed customer context at handover.
- Review customer questions repeated because information was missing.
- Assess time to an agreed customer success plan.
Objective: Make cross-team delivery more predictable.
- Track dependencies identified before work begins.
- Review avoidable rework caused by unclear decisions.
- Assess whether receiving teams can use completed work without clarification.
Individual development objectives
Objective: Lead clearer project decisions.
- Gather feedback on whether decision records explain trade-offs.
- Review whether stakeholders understand ownership and next steps.
- Practise facilitating a decision with support from an experienced colleague.
The final item is a practice activity, not an outcome measure. Use it in the development plan and assess the effect separately. Read the OKR guide for a complete method.
Take it into your next conversation.
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