Tability is a cheatcode for goal-driven teams. Set perfect OKRs with AI, stay focused on the work that matters.
What are Company Culture OKRs?
The Objective and Key Results (OKR) framework is a simple goal-setting methodology that was introduced at Intel by Andy Grove in the 70s. It became popular after John Doerr introduced it to Google in the 90s, and it's now used by teams of all sizes to set and track ambitious goals at scale.
Writing good OKRs can be hard, especially if it's your first time doing it. You'll need to center the focus of your plans around outcomes instead of projects.
We have curated a selection of OKR examples specifically for Company Culture to assist you. Feel free to explore the templates below for inspiration in setting your own goals.
If you want to learn more about the framework, you can read our OKR guide online.
The best tools for writing perfect Company Culture OKRs
Here are 2 tools that can help you draft your OKRs in no time.
Tability AI: to generate OKRs based on a prompt
Tability AI allows you to describe your goals in a prompt, and generate a fully editable OKR template in seconds.
- 1. Create a Tability account
- 2. Click on the Generate goals using AI
- 3. Describe your goals in a prompt
- 4. Get your fully editable OKR template
- 5. Publish to start tracking progress and get automated OKR dashboards
Watch the video below to see it in action 👇
Tability Feedback: to improve existing OKRs
You can use Tability's AI feedback to improve your OKRs if you already have existing goals.
- 1. Create your Tability account
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on Generate analysis
- 4. Review the suggestions and decide to accept or dismiss them
- 5. Publish to start tracking progress and get automated OKR dashboards
Tability 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.
Company Culture OKRs examples
You will find in the next section many different Company Culture Objectives and Key Results. We've included strategic initiatives in our templates to give you a better idea of the different between the key results (how we measure progress), and the initiatives (what we do to achieve the results).
Hope you'll find this helpful!
OKRs to enhance employees' alignment with the organization's objectives and culture
ObjectiveEnhance employees' alignment with the organization's objectives and culture
KRIncrease the average score from employee engagement survey by 20%
Establish an open feedback culture promoting transparency and honesty- Implement training programs focused on communication and team-building skills
- Enhance employee recognition and reward strategies
- KRConduct 5 company-culture training sessions to all departments
- Identify key elements of the company culture for training
- Schedule department-wide sessions to communicate timelines
- Plan, outline, and prepare the 5 training sessions
- KRAchieve 90% successful completion of individual performance targets connected to organisation's objective
- Regularly review personal KPIs aligned with organizational objectives
- Develop execution strategies for each performance target
- Continuously analyze and improve current performance methods
OKRs to establish a strong sales culture within the company
- ObjectiveEstablish a strong sales culture within the company
- KRTrain 80% of our sales team in consultative selling techniques
- Create a schedule to accommodate 80% of the sales team
- Implement regular tracking and accountability measures post-training
- Identify a training provider specializing in consultative selling techniques
- KRAchieve a 15% increase in quarterly sales revenue
- Implement innovative promotional campaigns to boost product visibility
- Improve customer service to foster repeat business
- Develop upselling strategies for existing customers
- KRIncrease weekly team sales meetings to 100% participation
- Implement mandatory attendance policy for all sales meetings
- Schedule meetings at convenient times for team members
- Send reminder notifications before every meeting
OKRs to enhance safety consciousness in American Pest's company culture
- ObjectiveEnhance safety consciousness in American Pest's company culture
- KRAchieve 90% employee completion rate of new safety training courses
- Regularly track and report completion rates
- Develop engaging and concise safety training courses
- Implement mandatory participation in safety training
- KRConduct 4 comprehensive safety workshops for all employees
- Identify core safety topics for workshop content
- Schedule and announce 4 workshop dates to employees
- Organize resources and plan workshop activities
- KRReduce safety incidents by 20% through improved guidelines and procedures
- Monitor and review safety incident reports regularly
- Implement regular safety procedure training for all staff
- Update and enhance current safety protocols and guidelines
OKRs to cultivate an appealing, inclusive company culture
- ObjectiveCultivate an appealing, inclusive company culture
- KRDecrease turnover rate by 15% through enhanced workplace conditions
- Introduce flexible working hours for work-life balance
- Implement mandatory team-building activities to foster camaraderie
- Upgrade office equipment for a better work experience
- KRImprove employee satisfaction score by 20% through engagement initiatives
- Implement weekly team-building activities and workshops
- Conduct regular feedback and suggestion sessions
- Establish an employee recognition and rewards system
- KRImplement 2 employee-led initiatives to foster ownership and engagement
- Launch two employee-led initiatives
- Provide training on leading and engagement strategies
- Identify possible leaders interested in leading initiatives
OKRs to establish a company-wide collaborative culture
- ObjectiveEstablish a company-wide collaborative culture
- KRImplement monthly interactive team-building exercises for all departments
- Schedule regular exercise sessions within working hours
- Assign a coordinator to manage and facilitate these exercises
- Identify suitable team-building exercises for each department
- KRAchieve an average rating of 4/5 on collaboration in employee satisfaction surveys
- Provide training on effective communication techniques
- Introduce a platform for sharing ideas and feedback
- Implement team-building activities to enhance collaboration skills
- KRReduce interdepartmental project conflicts by 20%
- Provide conflict resolution training for project managers
- Implement regular interdepartmental communication meetings
- Develop a clear, unified project vision
Company Culture 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
The #1 role of OKRs is to help you and your team focus on what really matters. Business-as-usual activities will still be happening, but you do not need to track your entire roadmap in the OKRs.
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
Don't fall into the set-and-forget trap. It is important to adopt a weekly check-in process to get the full value of your OKRs and make your strategy agile – otherwise this is nothing more than a reporting exercise.
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.
Save hours with automated OKR dashboards
The rules of OKRs are simple. Quarterly OKRs should be tracked weekly, and yearly OKRs should be tracked monthly. 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
Spreadsheets are enough to get started. Then, once you need to scale you can use Tability to save time with automated OKR dashboards, data connectors, and actionable insights.
How to get Tability dashboards:
- 1. Create a Tability account
- 2. Use the importers to add your OKRs (works with any spreadsheet or doc)
- 3. Publish your OKR plan
That's it! Tability will instantly get access to 10+ dashboards to monitor progress, visualise trends, and identify risks early.
More Company Culture OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to streamline vendor coordination for efficient talent acquisition
- OKRs to maximize perceived value across all customer profiles
- OKRs to successfully transition to platform x with an upgraded redemption flow
- OKRs to bolster Finance Department's role in Corporate Social Responsibility (CSR) drives
- OKRs to enhance the product management skills of our team
- OKRs to facilitate ISO 27001 certification readiness for tech team