5 customisable OKR examples for Employee Experience Manager
What are Employee Experience Manager 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 Experience Manager. 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 Experience Manager 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 Experience Manager OKRs examples
We've added many examples of Employee Experience Manager 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 Experience
Improve Employee Experience
Implement at least 3 new employee development programs to enhance professional growth- Increase employee satisfaction score by 10 points on quarterly engagement survey
- Achieve an average response time of under 24 hours for employee inquiries and concerns
Implement an automated ticketing system to prioritize and assign employee inquiries efficiently- Create standardized response templates to expedite resolution of common employee concerns
- Conduct regular training sessions to enhance employee support team's response time and efficiency
- Streamline internal communication channels to ensure prompt receipt and review of employee inquiries
- Decrease employee turnover rate by 5% compared to previous quarter
- Improve communication channels to ensure employees feel heard and valued in their roles
- Implement a recognition and rewards program to boost employee motivation and retention
- Conduct exit interviews to identify the main reasons behind employee turnover
- Enhance employee training and development programs to improve job satisfaction
2. OKRs to amplify employee satisfaction and overall wellbeing
- Amplify employee satisfaction and overall wellbeing
- Implement 2 wellbeing initiatives based on employee feedback
- Communicate and launch initiatives to employees
- Develop action plans for the top 2 initiatives
- Review employee feedback on desired wellbeing initiatives
- Decrease annual employee turnover rate by 15%
- Provide competitive compensation and attractive benefits
- Improve employee morale with team building activities
- Implement comprehensive employee growth and development programs
- Increase employee satisfaction score by 20% through anonymous surveys
- Analyze feedback data to identify dissatisfaction areas
- Implement changes based on survey results
- Develop and distribute an anonymous employee satisfaction survey
3. OKRs to boost overall staff job satisfaction
- Boost overall staff job satisfaction
- Achieve 80% positive responses in the employee satisfaction survey
- Implement suitable employee reward and recognition system
- Improve internal communication and transparency among all levels
- Regularly seek employee feedback to address their concerns
- Reduce employee turnover rate by 20%
- Increase employee compensation and benefits
- Offer regular employee training and mentorship programs
- Implement clear employee career progression paths
- Elevate average score of internal professional development programs to 8/10
- Incorporate interactive elements to engage attendees more effectively
- Solicit feedback to identify areas for program improvement
- Implement changes based on feedback to increase satisfaction
4. OKRs to implement a comprehensive new HR portal for employees
- Implement a comprehensive new HR portal for employees
- Receive a minimum of 80% positive user feedback after the first month of usage
- Analyse and address negative feedback promptly
- Continually improve user experience based on feedback
- Implement a user-friendly feedback system
- Achieve 90% employee registration within the first month of portal introduction
- Launch an engaging awareness campaign about the portal
- Provide easy-to-follow registration instructions to employees
- Incentivize portal registration through rewards
- Integrated portal with key HR services and resources by end of quarter
- Test and launch the completed HR portal
- Identify essential HR services and resources for integration
- Design and develop the integrated portal structure
5. OKRs to enhance Workplace Experience with impactful strategies
- Enhance Workplace Experience with impactful strategies
- Implement feedback mechanism and achieve 70% active participation
- Promote feedback culture through internal communications
- Measure and optimize participation rates regularly
- Develop a straightforward, accessible feedback mechanism
- Conduct monthly training sessions, increasing skills enhancement ratings to 80%
- Implement strategies to achieve 80% skills enhancement ratings
- Organize regular skills enhancement training workshops
- Monitor and evaluate participants' skills progress
- Develop 3 new engagement strategies to boost employee satisfaction by 20%
- Implement and monitor these strategies for effectiveness
- Formulate 3 new strategies based on this research
- Research successful employee engagement strategies in similar industries
Employee Experience Manager 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 OKRsTip #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 transparencyTip #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 Experience Manager OKRs in a strategy map
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 a proper OKR platform to make things easier.
Tability's Strategy Map makes it easy to see all your org's OKRsIf 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 Experience Manager OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to enhance release quality and punctuality
- OKRs to embed security consciousness in business operations
- OKRs to lower unvalued inventory by 10%
- OKRs to enhance technical performance and usability of the website
- OKRs to achieve operational excellence across all business areas
- OKRs to drive 110% growth in MRR for our new product
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.