{"id":35162,"date":"2022-08-28T17:00:28","date_gmt":"2022-08-28T07:00:28","guid":{"rendered":"https:\/\/employmenthero.com\/nz\/resources\/okrs-guide\/"},"modified":"2025-11-21T08:34:16","modified_gmt":"2025-11-21T08:34:16","slug":"okrs-guide","status":"publish","type":"resources","link":"https:\/\/employmenthero.com\/nz\/resources\/okrs-guide\/","title":{"rendered":"OKR guide for NZ employers: Examples and best practices"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull resource-sticky-downloadable-template has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull blog-template-header has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"blog-template-breadcrumb 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Examples and best practices<\/h2>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-5 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2022-08-28T17:00:28+00:00\">28 Aug 2022<\/time><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns content-flex is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:55%\">\n<div class=\"wp-block-group sticky-downloadable-title has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-10 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--24)\"><h1 class=\"blog-template-title wp-block-post-title\">OKR guide for NZ employers: Examples and best practices<\/h1>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-9 wp-block-group-is-layout-flex\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group content-wrapper content-single-content has-global-padding is-layout-constrained wp-container-core-group-is-layout-11 wp-block-group-is-layout-constrained\">\n<p class=\"has-paragraph-2-m-font-size\">Objectives and Key Results (OKRs) are one of the best ways to set goals in your business. We\u2019re not just talking about &#8216;busy work,&#8217; either. Whether you\u2019re a startup owner looking to grow or a Small to Medium Enterprise (SME), OKRs help your employees buy into your overall mission, improving productivity and morale.<\/p>\n\n\n\n<p>In this guide, we\u2019ll walk you through what OKRs are, the importance of goal setting and how you can implement them. When combined with key performance indicators (KPIs), OKRs can help you take your business to the next level, while also helping your team to enjoy their professional development. It\u2019s a win-win!<\/p>\n\n\n\n<p>Our guide includes:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>How OKRs work<\/li>\n\n\n\n<li>Why they help businesses<\/li>\n\n\n\n<li>Our advice for setting them effectively<\/li>\n\n\n\n<li>Common mistakes<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-1 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\"><strong>Download the guide by filling in the form on the right.\u00a0<\/strong><\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">What are OKRs?<\/h2>\n\n\n\n<p>OKRs is a goal setting framework. Coined by John Doerr in his book <em>Measure What Matters<\/em>, OKRs shift the focus away from the individual and bring in the whole team. This gives employees a tangible sense of achievement, fostering better buy-in.&nbsp;<\/p>\n\n\n\n<p>They\u2019re also easy to tie to your overall mission, as no employee ends up siloed. Instead, in order to achieve the objectives set out as a result of the OKR process, they need to work together.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Why is goal-setting important?<\/h2>\n\n\n\n<p>Goal-setting has been repeatedly proven to help improve your workforce\u2019s focus, alignment and accountability. Without goal setting, employees can easily float along, looking busy without actually adding value to your business.&nbsp;<\/p>\n\n\n\n<p>Goal setting gives them targets to work towards, while also providing the employer with visibility across what\u2019s being done to achieve those goals.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">OKRs vs. KPIs<\/h2>\n\n\n\n<p>OKRs and KPIs are different ways of tracking and measuring performance in the workplace. Here\u2019s how they stack up against each other.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key Performance Indicators (KPIs)<\/h3>\n\n\n\n<p>Key performance indicators (KPIs) are metrics that measure current performance. Some KPIs you might come across include retention rate, cost-per-hire and average employee tenure.<\/p>\n\n\n\n<p>KPIs can be altered to suit the role of each employee. They\u2019re <a href=\"https:\/\/employmenthero.com\/nz\/resources\/professional-development-plan-template\/\">individual targets<\/a>, unlike OKRs, which are more-team orientated.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Objectives and Key Results (OKRs)<\/h3>\n\n\n\n<p>OKRs, unlike KPIs, aren\u2019t metric-based. Instead, they\u2019re a framework that\u2019s designed to align the performance of a team within your business, or your overall workforce.&nbsp;<\/p>\n\n\n\n<p>There are three parts to OKRs:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Objectives: The aspirations or goals of your business<\/li>\n\n\n\n<li>Key Results: The metrics involved in measuring progress<\/li>\n\n\n\n<li>Initiatives: What it\u2019ll take to get there<\/li>\n<\/ul>\n\n\n\n<p>Unlike KPIs, which are strictly number-based, OKRs provide the roadmap to reaching your business goals.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Are KPIs better than OKRs?<\/h2>\n\n\n\n<p>KPIs and OKRs are used in different scenarios. KPIs are better for continually tracking performance but don\u2019t typically drive real change on their own. Setting a KPI like retention rate is great but that doesn\u2019t provide a way of improving retention rate.<\/p>\n\n\n\n<p>OKRs, on the other hand, can help drive real change within your business. Taking the same example of increasing retention rate, an OKR might look like:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Objective: <\/strong>Improve staff retention rate<\/li>\n\n\n\n<li><strong>Key Result: <\/strong>Increase staff retention rate by 10% over the next 12 months<\/li>\n\n\n\n<li><strong>Initiatives: <\/strong>More frequent professional development, regular performance reviews, weekly 1:1s<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">How KPIs can help track progress of OKRs<\/h2>\n\n\n\n<p>Setting KPIs can help you and your team track the progress of OKRs. As shown in the example above, you can tie KPIs in as part of the OKR process, so you have metrics that help you identify how progress towards your goal is going.<\/p>\n\n\n\n<p>Using the example above, the KPI of retention rate ties in as the \u201cKey Result\u201d part of the OKR. On its own the retention rate KPI isn\u2019t enough to provide a pathway to increasing it. However, the OKR gives the KPI a framework and a method to be achieved.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The issue with using only KPIs<\/h2>\n\n\n\n<p>KPIs, when used on their own, don\u2019t provide the structure of an OKR. They can lead to a focus on the number, rather than the process.&nbsp;<\/p>\n\n\n\n<p>For example, there are ways of improving retention rate that take a broad approach, such as inflating salaries beyond market rate or pushing out people during the probationary period if you think they\u2019re a flight risk. However, this can harm your business.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Not \u2018either\/or\u2019, but both<\/h3>\n\n\n\n<p>Tying KPIs and OKRs together can help you achieve your goals, without the risk of getting obsessed with the metric like in the example above.&nbsp;<\/p>\n\n\n\n<p>By developing a sustainable roadmap to achieving your goals, as set out in the OKR process, you can still meet your key metrics in a way that makes sense for your business.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How to write your own OKRs<\/h2>\n\n\n\n<p>Looking to write your own OKRs? Here\u2019s how you can bring them to life:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Work out what your priorities are. These will be based on your current business strategy.<\/li>\n\n\n\n<li>Form your Objective based on the priorities you\u2019ve listed above. What does your business need to change right now to thrive?<\/li>\n\n\n\n<li>Map out your Key Results. Try and keep the list as short as possible, rather than trying to solve everything at once.<\/li>\n\n\n\n<li>Plan out your Initiatives by tying these to each key result. This will help you identify the key actions that\u2019ll actually move the needle.<\/li>\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\">OKR examples and tips<\/h2>\n\n\n\n<p>Looking for help mapping out OKRs? We\u2019ve put together a few examples based on the HR, sales, customer service and operations industries.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th><strong>Industry<\/strong><\/th><th><strong>Example of good Objectives<\/strong><\/th><th><strong>Examples of good Key Results<\/strong><\/th><\/tr><\/thead><tbody><tr><td>HR<\/td><td>Decrease cost-per-hire<\/td><td>Reduce cost-per-hire by $5,000 over the next six months<\/td><\/tr><tr><td>Sales<\/td><td>Increase number of enterprise-level sales<\/td><td>Bring on three new enterprise customers in this financial year<\/td><\/tr><tr><td>Customer service<\/td><td>Improve customer satisfaction level<\/td><td>Improve customer satisfaction level by 15% in the next quarter<\/td><\/tr><tr><td>Operations<\/td><td>Improve workforce understanding of processes and policies<\/td><td>Reduce number of compliance errors by 25% in the next six months<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Common OKR mistakes to avoid<\/h2>\n\n\n\n<p>While OKRs can help your business grow, there are a few common mistakes that you may run into when going through the framework. These include:<\/p>\n\n\n\n<p><strong>Overloading goals<\/strong><\/p>\n\n\n\n<p>Try and minimise the number of objectives you\u2019re setting. Too many and you\u2019re setting the team up to fail.<\/p>\n\n\n\n<p><strong>Poor measurement<\/strong><\/p>\n\n\n\n<p>Your Key Results need to be directly tied to your objectives or you and your team may lose sight of what you\u2019re working towards.<\/p>\n\n\n\n<p><strong>Lack of alignment<\/strong><\/p>\n\n\n\n<p>If your OKRs don\u2019t move the needle then they may end up being busy work. Everyone needs to be on the same page and working towards the right goals.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Pre-implementation assessment<\/h3>\n\n\n\n<p>Before setting OKRs, you need to understand how they can integrate within your business\u2019 processes and systems. You\u2019ll want to outline who is leading the development of the OKRs, who is involved and what happens if the OKR is not achieved.<\/p>\n\n\n\n<p>You\u2019ll also need to ensure everyone understands what an OKR is and their purpose.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Stakeholder buy-in strategy<\/h3>\n\n\n\n<p>Getting buy-in from everyone in your business can make the difference between successfully bringing in OKRs and the framework getting forgotten.&nbsp;<\/p>\n\n\n\n<p>Having a session where you introduce the OKR framework and why your company is using them is an effective way to get everyone aligned.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Pilot program design<\/h3>\n\n\n\n<p>A pilot program can help you test your business\u2019 readiness for the OKR framework and iron out any kinks in your implementation. Feedback from this team can then help you refine your rollout, including providing extra education on different parts of the process where necessary.<\/p>\n\n\n\n<p>During this time, you should also look to develop OKR documentation, which outlines:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Why you\u2019re bringing in OKRs<\/li>\n\n\n\n<li>How OKRs can help bring everyone into alignment on strategic business goals<\/li>\n\n\n\n<li>A roadmap for writing OKRs, for those who haven\u2019t used them before<\/li>\n\n\n\n<li>Who to contact about OKR-related questions&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>This documentation, like the rest of your workplace\u2019s policies and procedures, should be made available to everyone through your <a href=\"https:\/\/employmenthero.com\/nz\/solutions\/employee-management-software\/\">document-sharing platform of choice<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Employee engagement strategies<\/h2>\n\n\n\n<p>Developing OKRs is one thing but getting your staff motivated to achieve the objectives set is another.&nbsp; You can keep employees moving in the same direction by:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Encouraging your employees to <a href=\"https:\/\/employmenthero.com\/nz\/resources\/goal-setting-template\/\">set their own OKRs<\/a><\/li>\n\n\n\n<li>Regularly communicating to the wider business about the progress of the OKRs<\/li>\n\n\n\n<li>Use OKRs as part of the feedback process (eg. 1:1s and performance reviews)<\/li>\n\n\n\n<li>Make sure both you and your employees are talking about the OKRs on a consistent basis, rather than letting them fade into the background<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">OKR cadence: quarterly vs. annual planning<\/h2>\n\n\n\n<p>There are a couple of different ways you can use OKRs: setting them quarterly or setting them annually (or both).&nbsp;<\/p>\n\n\n\n<p>Setting quarterly OKRs helps if your business requires agility and speed, especially if your direction is often determined by market conditions. However, shorter-term OKRs don\u2019t always allow for radical transformation.<\/p>\n\n\n\n<p>Annual OKRs, meanwhile, are longer-term, high-level roadmaps, which can be useful if your business needs to shift its overall direction. For example, if you\u2019re moving from a B2C to a B2B model, a quarterly OKR may not allow enough time for this shift to properly occur. An annual OKR, on the other hand, provides enough runway for such a large transformation.<\/p>\n\n\n\n<p>Planning around your OKRs should also be tied to your industry\u2019s cycles. This\u2019ll depend on your key dates, whether those are Financial Years, sprints or quarters.&nbsp;<\/p>\n\n\n\n<p>Ultimately, it\u2019s up to you and your business needs as and when you set OKRs, but using a combination of quarterly and annual OKRs can help you make both short and long-term business improvements.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Example: Quarterly OKR calendar&nbsp;<\/h3>\n\n\n\n<p>Setting up an OKR calendar? Here\u2019s an example of a way to set and track a quarterly OKR:<\/p>\n\n\n\n<p><strong>1st week of the quarter: <\/strong>Hold an OKR setting session and set Objectives, Key Results and Initiatives<\/p>\n\n\n\n<p><strong>Weekly: <\/strong>Hold 1:1 sessions to track how each employee\u2019s going with their Initiatives<\/p>\n\n\n\n<p><strong>Fortnightly: <\/strong>Circulate Key Result updates to the wider business<\/p>\n\n\n\n<p><strong>Monthly: <\/strong>Hold team-wide OKR review sessions, with time to adjust Initiatives if necessary<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Example: Annual OKR calendar<\/h3>\n\n\n\n<p>If you\u2019ve set an annual OKR to achieve a longer-term goal, you can use the framework above \u2014 with a couple of adjustments.&nbsp;<\/p>\n\n\n\n<p><strong>1st week of the year: <\/strong>Hold an OKR setting session, and set Objectives, Key Results and Initiatives<\/p>\n\n\n\n<p><strong>Weekly:<\/strong> Hold 1:1 sessions to track how each employee\u2019s going with their Initiatives<\/p>\n\n\n\n<p><strong>Fortnightly\/monthly: <\/strong>Circulate Key Result updates to the wider business<\/p>\n\n\n\n<p><strong>Monthly: <\/strong>Hold team-wide OKR review sessions, with time to adjust Initiatives if necessary<\/p>\n\n\n\n<p><strong>Each quarter:<\/strong> Hold business-wide OKR review sessions, including feedback from leadership, to ensure the OKR is still relevant&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">OKR scoring and grading systems<\/h2>\n\n\n\n<p>Scoring and grading your OKRs can give a high-level understanding whether your goals have been achieved or you\u2019ve missed the mark. Here are some different methods of scoring and grading.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">0.0 to 1.0 scoring method<\/h3>\n\n\n\n<p>The most definitive way of scoring your OKRs is from 0.0 to 1.0 for each Key Result. This looks like:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>0.0 to 0.3 \u2013 Limited progress was made, with a lot more to be done<\/li>\n\n\n\n<li>0.4 to 0.6 \u2013 Moderate progress was made but the goal wasn\u2019t fully achieved<\/li>\n\n\n\n<li>0.7 to 0.9 \u2013 Strong progress was made and the goal is within reach<\/li>\n\n\n\n<li>1.0 \u2013 The goal was fully achieved<\/li>\n<\/ul>\n\n\n\n<p>You can then calculate the average progress across all Key Results by adding up the scores for each Key Result, and dividing by the number of Key Results set.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Colour-coded systems<\/h3>\n\n\n\n<p>Alternatively, you may want to grade using a colour-coded system. <strong>This may look like:<\/strong><\/p>\n\n\n\n<p>Red (failure to progress): 0.0 to 0.3<\/p>\n\n\n\n<p>Yellow (some progress made): 0.4 to 0.6<\/p>\n\n\n\n<p>Green (strong progress): 0.7 to 1.0<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Qualitative vs. quantitative measures<\/h3>\n\n\n\n<p>By tying both qualitative and quantitative measures together, you can form a complete picture of the effectiveness of an OKR and the progress made towards achieving it.&nbsp;<\/p>\n\n\n\n<p>For example, if you\u2019ve been looking to improve employee satisfaction, then you can qualitatively measure the progress by interviewing employees and getting a sense of their buy-in. Meanwhile, quantitative measures might look like <a href=\"https:\/\/employmenthero.com\/nz\/blog\/employment-hero-surveys-happiness-score\/\">employee satisfaction ratings<\/a> and measuring absenteeism.&nbsp;<\/p>\n\n\n\n<p>Together, these approaches give you a more rounded view of the work you and your team have been putting in, helping you better understand what impact your OKR has made on the business.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Achieving ambitious OKRs with 91±¬ΑΟ<\/h2>\n\n\n\n<p>Setting OKRs can help move your business forward and improve employee engagement. If you\u2019re using <a href=\"https:\/\/employmenthero.com\/nz\/products\/employee-experience\/\">91±¬ΑΟ\u2019s Goals module<\/a>, then anyone in the company can view their colleagues\u2019 OKRs, as well as the company-wide goals. This improves the visibility of the team OKRs for individual employees, as the goals and vision for the company are easily communicated.&nbsp;<\/p>\n\n\n\n<p>Ready to see how you can unlock your team\u2019s potential with OKRs?&nbsp;<\/p>\n\n\n\n<style>\nth{\n    background-color: var(--wp--preset--color--violet-500);\n    color: white;\n    border: 2px solid black !important;\n}\n.content-wrapper p, .content-wrapper ul, .content-wrapper ol{\nfont-size: var(--wp--preset--font-size--paragraph-2-m);\n}\n<\/style>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-2 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\"><strong>Download our guide today by filling in the form on the right.<\/strong><\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column form-column is-layout-flow wp-block-column-is-layout-flow\">\n<div 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<path d=\"M7.78481199,8.39527139 L6.54864687,9.91484383 C5.73222439,10.9339336 4.27946967,11.1129128 3.25127068,10.3214088 C2.2300908,9.49612727 2.05361038,7.97696676 2.85719793,6.92821874 C2.87083505,6.91050619 2.88447217,6.89299959 2.89851039,6.87569896 L5.82387388,3.27984437 L5.84553284,3.25492322 C5.99915102,3.07203079 6.17924127,2.91447144 6.37938611,2.78739415 C7.23972815,2.23645131 8.34754387,2.31595185 9.12506044,2.98449782 C9.2157072,3.06235067 9.30073868,3.14700021 9.37915214,3.23782854 C9.60657122,3.50207514 9.93486491,3.6513961 10.2784001,3.64665902 C10.6175233,3.64171598 10.9377951,3.48498047 11.155588,3.21764447 L11.1696262,3.20034383 C11.5426416,2.74620216 11.5342187,2.07930388 11.1497722,1.63546021 C9.42768425,-0.367088286 6.45118155,-0.55698335 4.50107292,1.21159465 C4.32298813,1.37306725 4.15713665,1.54813319 4.00472174,1.73555674 L1.08738009,5.32173121 C-0.548874157,7.35084854 -0.312430505,10.3492133 1.62043117,12.0813364 C2.56821124,12.921447 3.80678291,13.3317192 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is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-15 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-57097 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/executive-faq-new-technology-leadership-questions\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/exec-faqs-thumbnail-NZ.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"How to secure executive sign-off on new people technology\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/exec-faqs-thumbnail-NZ.webp 1600w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/exec-faqs-thumbnail-NZ-300x169.webp 300w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/exec-faqs-thumbnail-NZ-1024x576.webp 1024w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/exec-faqs-thumbnail-NZ-768x432.webp 768w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/exec-faqs-thumbnail-NZ-1536x864.webp 1536w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/exec-faqs-thumbnail-NZ-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-3 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2025\/04\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/executive-faq-new-technology-leadership-questions\/\" target=\"_self\" >How to secure executive sign-off on new people technology<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">Get clear, confident answers to leadership\u2019s toughest questions about bringing in new technology. Address risk, strategy, cost, and workforce decisions. <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/nz\/resources\/executive-faq-new-technology-leadership-questions\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: How to secure executive sign-off on new people technology<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/nz\/resources\/executive-faq-new-technology-leadership-questions\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-57080 resources type-resources status-publish has-post-thumbnail hentry resource-type-templates\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/ai-policy-template\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/ai-policy-thumbnail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"AI policy template and guide\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/ai-policy-thumbnail.webp 1600w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/ai-policy-thumbnail-300x169.webp 300w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/ai-policy-thumbnail-1024x576.webp 1024w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/ai-policy-thumbnail-768x432.webp 768w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/ai-policy-thumbnail-1536x864.webp 1536w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/ai-policy-thumbnail-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-6 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2025\/04\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/templates\/\" rel=\"tag\">Templates<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/ai-policy-template\/\" target=\"_self\" >AI policy template and guide<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-5\"><p class=\"wp-block-post-excerpt__excerpt\">Discover the essential components of an AI policy template to ensure effective governance. Download the template. <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/nz\/resources\/ai-policy-template\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: AI policy template and guide<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/nz\/resources\/ai-policy-template\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-57047 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-24 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/ai-policy-guide\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/NZ-thumbnail-ai-policy.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Building a corporate AI policy that actually works\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/NZ-thumbnail-ai-policy.webp 1600w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/NZ-thumbnail-ai-policy-300x169.webp 300w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/NZ-thumbnail-ai-policy-1024x576.webp 1024w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/NZ-thumbnail-ai-policy-768x432.webp 768w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/NZ-thumbnail-ai-policy-1536x864.webp 1536w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/NZ-thumbnail-ai-policy-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-9 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-23 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2025\/04\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/ai-policy-guide\/\" target=\"_self\" >Building a corporate AI policy that actually works<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-8\"><p class=\"wp-block-post-excerpt__excerpt\">Most corporate AI policies fail in practice. Learn what actually makes an AI policy work in real organisations, and how&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/nz\/resources\/ai-policy-guide\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Building a corporate AI policy that actually works<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/nz\/resources\/ai-policy-guide\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>The goal-setting framework that helps you and your team work towards one big ambitious company goal.<\/p>\n","protected":false},"featured_media":51034,"menu_order":0,"template":"","meta":{"inline_featured_image":false,"_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"8 min read","display_reading_time":false,"registration_open_datetime":"","registration_close_datetime":"","event_start_datetime":"","event_end_datetime":"","time_zone":"","location":"","link_video":"","video_type":"","file_video":"","download_content_type":"file","download_file":"51035","download_url":"","download_cta_label":"","footnotes":""},"resource-type":[161],"topic":[90],"industry":[61,28,50,41,62,43,45,46,63,47,48,73,69,75,67],"search-tags":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-35162","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource-type-guides-and-playbooks","topic-leadership-and-management","industry-agriculture","industry-construction","industry-consumer-services","industry-education","industry-entertainment","industry-financial-services","industry-healthcare","industry-hospitality","industry-legal","industry-logistics-manufacturing","industry-media-communications","industry-real-estate","industry-retail","industry-technology","industry-utilities-public-services"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/resources\/35162","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/resources"}],"about":[{"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/types\/resources"}],"version-history":[{"count":6,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/resources\/35162\/revisions"}],"predecessor-version":[{"id":53372,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/resources\/35162\/revisions\/53372"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/media\/51034"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/media?parent=35162"}],"wp:term":[{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/resource-type?post=35162"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/topic?post=35162"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/industry?post=35162"},{"taxonomy":"search-tags","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/search-tags?post=35162"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/audience?post=35162"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/business-size?post=35162"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/product-tag?post=35162"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/funnel-stage?post=35162"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/region?post=35162"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/pain-point?post=35162"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/persona?post=35162"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/post_features?post=35162"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}