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tability.ioWhat are All Employees OKRs?
The OKR acronym stands for Objectives and Key Results. It's a goal-setting framework that was introduced at Intel by Andy Grove in the 70s, and it became popular after John Doerr introduced it to Google in the 90s. OKRs helps teams has a shared language to set ambitious goals and track progress towards them.
OKRs are quickly gaining popularity as a goal-setting framework. But, it's not always easy to know how to write your goals, especially if it's your first time using OKRs.
We've tailored a list of OKRs examples for All Employees to help you. You can look at any of the templates below to get some inspiration for your own goals.
If you want to learn more about the framework, you can read our OKR guide online.
All Employees OKRs examples
We've added many examples of All Employees Objectives and Key Results, but we did not stop there. Understanding the difference between OKRs and projects is important, so we also added examples of strategic initiatives that relate to the OKRs.
Hope you'll find this helpful!
OKRs to cultivate an inclusive and engaging work environment for all employees
ObjectiveCultivate an inclusive and engaging work environment for all employees
KRAchieve a 20% improvement in overall employee satisfaction scores
Implement feedback changes to improve work culture and environment- Design and implement an employee recognition program
- Conduct regular surveys to assess current employee satisfaction levels
- KRIncrease employee survey engagement rate by 30%
- Implement attractive incentives for completing the survey
- Simplify survey to reduce completion time
- Communicate survey importance via company-wide email
- KRImplement a diversity and inclusion training program for 100% of team leaders
- Determine the content and structure of the training program
- Schedule and communicate training sessions to all team leaders
- Identify or hire qualified, experienced trainers for instruction
OKRs to provide ongoing compliance training and education to all employees
- ObjectiveImprove compliance knowledge and adherence
- KRConduct monthly audit and review of compliance improvement with department managers
- Discuss identified compliance gaps with department managers
- Schedule monthly compliance improvement audits with department managers
- Develop and implement corrective action plans to improve compliance
- Review current compliance performance for all departments
- KRIncrease employee certification success rate by 20%
- Implement personalized study plans
- Facilitate group study sessions
- Offer practice exams and feedback
- Provide access to study materials
- KRLaunch 2 e-learning modules covering mandatory compliance regulations
- Develop content for e-learning modules and ensure accuracy with legal team
- Identify mandatory compliance regulations to be covered in e-learning modules
- Train and disseminate e-learning modules to all employees, including tracking completion rates
- Design user-friendly interface and incorporate interactive elements into e-learning platform
- KRConduct monthly training sessions with active participation of 90% of employees
- Schedule monthly training sessions for all employees
- Solicit feedback from employees to improve future training sessions
- Create engaging training materials with interactive components
- Monitor participation rates and follow up with non-participants
OKRs to enhance effectiveness of AD and email administration
- ObjectiveEnhance effectiveness of AD and email administration
- KRDecrease downtime of AD and email servers by 20%
- Upgrade current server hardware to increase reliability
- Train technical staff in advanced server troubleshooting techniques
- Implement regular maintenance schedule for AD and email servers
- KRTrain staff on proper use of AD and email functionalities, with at least 80% completion rate
- Monitor and report staff completion rates
- Schedule mandatory staff training sessions
- Create comprehensive training manual for AD and email functionalities
- KRImplement a successful cybersecurity protocol for email systems
- Install and regularly update anti-malware and spam filtering software
- Implement robust password and multi-factor authentication protocols
- Conduct regular training on phishing and email safety for all employees
OKRs to enhance leadership inclusivity across all teams
- ObjectiveEnhance leadership inclusivity across all teams
- KRImplement inclusivity training for all team leaders by the end of the quarter
- Identify relevant inclusivity training programs for team leaders
- Schedule training sessions for each team leader
- Monitor and report on training progress and effectiveness
- KRDecrease leadership team's turnover rate by 20% through fostering inclusivity
- Encourage open dialogue about inclusivity during team meetings
- Implement comprehensive diversity training for all management level employees
- Establish a mentoring program that promotes inclusivity
- KRIncrease internal survey's inclusivity score by 30% among leadership team
- Encourage honest communication through anonymous feedback
- Revise survey questions to eliminate unconscious bias
- Implement mandatory leadership training on diversity and inclusivity
How to write your own All Employees OKRs
1. Get tailored OKRs with an AI
You'll find some examples below, but it's likely that you have very specific needs that won't be covered.
You can use Tability's AI generator to create tailored OKRs based on your specific context. Tability can turn your objective description into a fully editable OKR template -- including tips to help you refine your goals.
- 1. Go to Tability's plan editor
- 2. Click on the "Generate goals using AI" button
- 3. Use natural language to describe your goals
Tability will then use your prompt to generate a fully editable OKR template.
Watch the video below to see it in action 👇
Option 2. Optimise existing OKRs with Tability Feedback tool
If you already have existing goals, and you want to improve them. You can use Tability's AI feedback to help you.
- 1. Go to Tability's plan editor
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on "Generate analysis"
Tability's Strategy Map makes it easy to see all your org's OKRsTability will scan your OKRs and offer different suggestions to improve them. This can range from a small rewrite of a statement to make it clearer to a complete rewrite of the entire OKR.
You can then decide to accept the suggestions or dismiss them if you don't agree.
Option 3. Use the free OKR generator
If you're just looking for some quick inspiration, you can also use our free OKR generator to get a template.
Unlike with Tability, you won't be able to iterate on the templates, but this is still a great way to get started.
All Employees OKR best practices
Generally speaking, your objectives should be ambitious yet achievable, and your key results should be measurable and time-bound (using the SMART framework can be helpful). It is also recommended to list strategic initiatives under your key results, as it'll help you avoid the common mistake of listing projects in your KRs.
Here are a couple of best practices extracted from our OKR implementation guide 👇
Tip #1: Limit the number of key results
Having too many OKRs is the #1 mistake that teams make when adopting the framework. The problem with tracking too many competing goals is that it will be hard for your team to know what really matters.
We recommend having 3-4 objectives, and 3-4 key results per objective. A platform like Tability can run audits on your data to help you identify the plans that have too many goals.
Tip #2: Commit to weekly OKR check-ins
Setting good goals can be challenging, but without regular check-ins, your team will struggle to make progress. We recommend that you track your OKRs weekly to get the full benefits from the framework.
Being able to see trends for your key results will also keep yourself honest.
Tip #3: No more than 2 yellow statuses in a row
Yes, this is another tip for goal-tracking instead of goal-setting (but you'll get plenty of OKR examples above). But, once you have your goals defined, it will be your ability to keep the right sense of urgency that will make the difference.
As a rule of thumb, it's best to avoid having more than 2 yellow/at risk statuses in a row.
Make a call on the 3rd update. You should be either back on track, or off track. This sounds harsh but it's the best way to signal risks early enough to fix things.
How to track your All Employees OKRs
Your quarterly OKRs should be tracked weekly in order to get all the benefits of the OKRs framework. Reviewing progress periodically has several advantages:
- It brings the goals back to the top of the mind
- It will highlight poorly set OKRs
- It will surface execution risks
- It improves transparency and accountability
Most teams should start with a spreadsheet if they're using OKRs for the first time. Then, once you get comfortable you can graduate to a proper OKRs-tracking tool.
If you're not yet set on a tool, you can check out the 5 best OKR tracking templates guide to find the best way to monitor progress during the quarter.
More All Employees OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to enhance engagement and commitment via effective communication
- OKRs to externalize authorization models from monolith
- OKRs to achieve first-time accuracy for all requirements
- OKRs to revamp and Enhance the Candidate Pre-Hire Experience
- OKRs to implement automation to streamline existing processes
- OKRs to to significantly declutter my email inbox