9 customisable OKR examples for Employee Engagement Specialist

What are Employee Engagement Specialist 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 understand that setting OKRs can be challenging, so we have prepared a set of examples tailored for Employee Engagement Specialist. Take a peek at the templates below to find inspiration and kickstart your goal-setting process.

If you want to learn more about the framework, you can read our OKR guide online.

Building your own Employee Engagement Specialist OKRs with AI

While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI generator below or our more complete goal-setting system to generate your own OKRs.

Our customisable Employee Engagement Specialist OKRs examples

We've added many examples of Employee Engagement Specialist 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!

1. OKRs to improve employee engagement in OKR setting process

Improve employee engagement in OKR setting process
Conduct at least 2 interactive workshops on OKR understanding and significance
Identify suitable speakers/experts for OKR workshops
Develop workshop content based on OKR principles
Plan and schedule two interactive OKR workshops
Survey employees to improve OKR process, aiming for 20% more positive feedback
Distribute the survey to all employees via email
Analyze responses and implement changes based on feedback
Design an anonymous survey focused on OKR process improvement
Increase employee participation in OKR setting by 30% through incentivizing contribution
Implement an incentive program for employees contributing to OKR setting
Increase communication about the significance of employees' role in OKR setting
Provide training sessions on the benefits of OKR participation

employee-engagement okr-process-improvement employee-engagement-specialist training-facilitator human-resources training-and-development-team

Implement this OKR

2. OKRs to boost labor retention through strategic implementations

Boost labor retention through strategic implementations
Implement 2 new retention initiatives enriching employees' work-life balance by quarter-end
Formulate a detailed plan for implementing chosen initiatives
Execute and roll out the initiatives firm-wide
Identify potential retention initiatives improving work-life balance
Increase employee satisfaction score to over 80% with enhanced welfare programs
Implement and communicate new welfare programs to all employees
Develop enhanced welfare programs based on feedback received
Identify current welfare programs' issues through direct employee feedback
Decrease employee turnover rate by 10% through effective engagement strategies
Institute a system for employee feedback and recognition
Implement regular team-building activities
Establish effective communication and transparency protocols

employee-retention employee-satisfaction human-resources-manager employee-engagement-specialist human-resources-team employee-engagement-team

Implement this OKR

3. OKRs to foster a motivational and engaging work environment

Foster a motivational and engaging work environment
Enhance internal communication channels improving employee satisfaction ratings by 25%
Conduct satisfaction surveys to identify improvement areas
Create an internal communication platform for real-time updates
Implement weekly team meetings to engage open communication
Implement a recognition scheme, appreciating 100% exceptional employee contributions
Communicate the scheme to all employees
Develop a structure for the recognition scheme
Draft criteria for identifying exceptional employee contributions
Conduct bi-weekly innovative team-building activities to boost morale by 30%

employee-satisfaction team-building internal-communications-manager employee-engagement-specialist communications-team employee-engagement-team

Implement this OKR

4. OKRs to boost employee retention across all departments

Boost employee retention across all departments
Implement two new benefits or recognition programs based on employee feedback
Analyze survey results and design two new programs
Survey employees to gather feedback on potential benefits programs
Launch and communicate new programs to all employees
Increase participation in employee engagement activities by 15%
Implement regular communication about upcoming engagement activities
Develop incentive programs to reward participation
Simplify sign-up processes for engagement activities
Decrease employee turnover rate by 10%
Implement comprehensive employee training programs
Develop competitive benefits and compensation packages
Establish effective communication and feedback system

employee-retention workplace-satisfaction human-resources-manager employee-retention-specialist human-resources employee-engagement-team

Implement this OKR

5. OKRs to drive employee engagement through effective Compensation & Benefits strategies

Drive employee engagement through effective Compensation & Benefits strategies
Reduce benefits-related inquiries by 20% through improving benefits communication
Develop clear, comprehensive benefits documentation for employees
Create a dedicated benefits FAQ section on internal portal
Implement regular awareness sessions regarding benefits
Implement a reward system leading to 15% more positive employee feedback
Identify what truly motivates employees for suitable rewards
Implement and communicate the new reward system companywide
Create a clear, attainable, reward-based performance metric
Increase participation in compensation surveys by 25%
Provide incentives for completing the survey
Develop engaging marketing materials to promote compensation surveys
Simplify the process to fill out surveys

employee-engagement compensation-&-benefits-strategies hr-manager communication-specialist human-resources-team corporate-communication-team

Implement this OKR

6. OKRs to enhance the employee adaptation process for better integration

Enhance the employee adaptation process for better integration
Implement a new orientation program for 80% of newly hired employees
Develop metric tools to track program participation and effectiveness
Assign a team to implement and oversee the new orientation program
Design an effective, comprehensive orientation structure for new hires
Increase employee engagement score by 25% after 3 months of employment
Conduct consistent one-on-one check-ins with each employee
Implement regular team-building activities
Use recognition programs to reward outstanding work
Decrease average time to full productivity for new hires by 20%
Include performance tracking in the first week
Provide mentorship programs for quicker skill acquisition
Implement an intensive, streamlined onboarding program

employee-engagement onboarding-efficiency team-manager onboarding-specialist human-resources new-hires-orientation-team

Implement this OKR

7. OKRs to enhance environmental responsibility in our daily operations

Enhance environmental responsibility in our daily operations
Reduce company-wide paper consumption by 15%
Promote a company-wide paper recycling program
Implement double-sided printing as the default setting
Transition to digital documents for meetings
Lower carbon emissions from transportation by achieving a 25% remote work rate
Provide technology supports for employees working remotely
Implement a flexible remote work policy for 25% of the workforce
Communicate the benefits and expectations of remote work
Increase employee participation in recycling programs by 20%
Regularly update and simplify recycling bins labeling
Introduce attractive incentives for active recycling participants
Implement mandatory environmental awareness and recycling training sessions

environmental-responsibility remote-work sustainability-compliance-officer employee-engagement-specialist operations-management-team human-resources-team

Implement this OKR

8. OKRs to improve talent onboarding and retention strategies

Improve talent onboarding and retention strategies
Decrease new hire turnover rate by 20%
Establish a mentorship program for new employees
Implement a comprehensive and engaging orientation program
Improve the company's benefits and compensation package
Implement improved onboarding program leading to 95% new hire satisfaction
Develop an interactive, comprehensive orientation for new hires
Survey new hires to identify areas needing improvement
Regularly update onboarding materials based on feedback
Increase retention rate to 90% among employees within their first year
Create clear advancement opportunities within the company
Implement comprehensive onboarding program for new hires
Regularly conduct employee satisfaction surveys

onboarding retention human-resources-manager onboarding-specialist human-resources employee-engagement

Implement this OKR

9. OKRs to enhance employee inclusivity and engagement in the workplace

Enhance employee inclusivity and engagement in the workplace
Decrease employee turnover rate by 15%
Implement comprehensive, regular employee satisfaction surveys
Establish clear, responsive communication channels
Develop competitive benefits package and advancement opportunities
Increase responses on employee engagement surveys by 30%
Offer incentives for completing the survey
Simplify the survey for easier completion
Implement a communication strategy emphasizing survey importance
Implement a minimum of 2 diversity and inclusion training sessions per group
Schedule two training sessions for each group
Communicate training dates and details to groups
Identify suitable diversity and inclusion training programs

employee-retention workplace-diversity human-resources-manager diversity-and-inclusion-specialist hr-team diversity-and-inclusion-team

Implement this OKR

Employee Engagement Specialist OKR best practices to boost success

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.

Tability's audit dashboard will highlight opportunities to improve OKRs

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.

Tability's check-ins will save you hours and increase transparency

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 turn your Employee Engagement Specialist OKRs in a strategy map

OKRs without regular progress updates are just KPIs. You'll need to update progress on your OKRs every week to get the full benefits from the 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.

Tability's Strategy Map makes it easy to see all your org's OKRs

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 Employee Engagement Specialist OKR templates

We have more templates to help you draft your team goals and OKRs.

OKRs resources

Here are a list of resources to help you adopt the Objectives and Key Results framework.

To learn: What is the meaning of OKRs
Blog posts: ODT Blog
Success metrics: KPIs examples

What's next? Try Tability's goal-setting AI

You can create an iterate on your OKRs using Tability's unique goal-setting AI.

Watch the demo below, then hop on the platform for a free trial.

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