OKRs (Objectives and Key Results) help every operations team member – from administrative assistants to office managers – contribute to the organization’s larger goals and align with their mission. Explore how OKRs can enhance your day-to-day operations, drive high-impact projects, and help you achieve operational excellence.

A well-functioning office is essential for an organization’s success. When we think of Objectives and Key Results (OKRs), we often think of big stretch sales goals or the development of game-changing products and services. For operational teams, however, it may seem hard to connect their department’s goals with the organization’s larger mission. But a greater understanding of OKRs and the importance of alignment will help transform your department and show the impact your team has on the big-picture.

With clear Objectives and measurable Key Results, operations teams can also set ambitious goals to address common challenges, like process delays and resource management.

What are OKRs?

OKRs link goals to the organization’s broader mission. They represent what you want to achieve – the outcome you seek – and describe what you want to create, change, or improve. OKRs are not about empty inspirational statements or doing a little more than what you’re doing now – they help you focus on the significant challenges that drive the organization’s progress.

Let’s break down the OKRs; the ‘O’ is the Objective, the goal that your team is trying to accomplish – the what. If Objectives are the what, Key Results (KRs) are the how – as in how you’ll prove that you’ve reached that goal.

For example, if your Objective is to streamline your operation’s supply chain, a Key Result could be reducing procurement lead times by 30%.

To learn more about OKRs, check out our What is an OKR: Definitions and Examples blog.

Why should operations teams set OKRs?

Although OKRs are typically associated with departments like marketing, software engineering, and sales, they are equally as powerful for operations teams, including office managers, administrative and executive assistants. Those teams may not be directly working toward a sales goal or a product’s development, but they are building something valuable – a functioning and efficient office culture.

Office managers, administrative assistants and other operational positions often face unexpected issues – from organizational changes to everyday bottlenecks – heightened by the increasing number of remote staff. By adopting OKRs, these teams can not only manage and avoid potential disruptions, they can also proactively improve processes, leading to organization-wide alignment and success.

Operations teams may not see their roles as creating change. Often, you’ll hear them describe their role as “keeping the trains running on time.” OKRs can even help clarify what needs to be done to keep everything running smoothly. Perhaps there are new financial regulations, new technologies being adopted to help teams be more productive. Executive assistants have to make sure their bosses’ time aligns with their highest priorities. OKRs can help ensure the most important leverage items are top of mind and top of calendar. This helps everyone from the front lines to the senior executives and leaders aligned in achieving the organization’s mission and goals.

If your operations team is questioning how they align with OKRs, consider the larger vision – the North Star – of your organization. Ask yourselves: How can our daily efforts help us attain our goals faster, more efficiently, and with better outcomes?

OKR examples for operations teams

Improving productivity and efficiency can take many forms, and OKRs will need to be tailored to your team and organization’s specific goals.

To get started, consider asking, ‘What are the hardest choices my team has to make this cycle?”

Here are some operations OKR examples:

Example of OKRs for operations: company culture

A strong company culture goes beyond perks. The company’s values are at the core of culture – and operations teams play a central role in building that office environment. OKRs can support operations teams by setting clear, measurable Objectives that align their day-to-day operations with the organization’s mission.

To help create and maintain a strong company culture, the operational team’s OKR could look like this:

Create a company culture that engages and inspires employees.
Reduce Employee Turnover by 15%.
Achieve at Least 95% Employee Satisfaction in Annual Reviews.
Achieve a 30% Increase in Employee Participation in Leadership and Development Programs.

OKRs for admin departments

If your company is in the middle of an organizational restructuring, your administrative team might be understaffed and face the challenge of urgently needing help automating the organization’s processes to optimize your team’s efficiency.

Here’s what the administrative OKR example could look like:

Revamp the Administrative Function Through Digitization.
Implement new payment software to reduce payment processing time by 15%.
Upgrade digital filing system to reduce file retrieval times by 25%.
Automate all manual approvals to reduce approval times by 50%.


By adopting OKRs, operations teams – from administrative to executive assistants to office managers – can improve daily efficiencies and help you achieve operational excellence. This empowers you to become a pivotal driver of impactful efforts, contributing to larger organizational success.

Where can I get more information?

OKRs can help you get more out of your office and staff. Learn more about OKRs by checking out our FAQs, Stories, and Resources.

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