Get Tability: OKRs that don't suck | Learn more →

10 OKR examples for Employee Feedback

Turn your spreadsheets into OKR dashboards with Tability

Tability is a cheatcode for goal-driven teams. Set perfect OKRs with AI, stay focused on the work that matters.

What are Employee Feedback 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 Feedback. 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.

The best tools for writing perfect Employee Feedback 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.

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.

AI feedback for OKRs in Tability

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.

Employee Feedback OKRs examples

You'll find below a list of Objectives and Key Results templates for Employee Feedback. We also included strategic projects for each template to make it easier to understand the difference between key results and projects.

Hope you'll find this helpful!

OKRs to boost overall employee satisfaction levels

  • ObjectiveBoost overall employee satisfaction levels
  • KRImplement at least two employee suggested improvements
  • TaskImplement the two most effective and relevant suggestions
  • TaskEvaluate feasibility and impact of these proposed improvements
  • TaskCollect suggestions for improvement from all employees
  • KRConduct 'satisfaction and feedback' survey from 90% of employees
  • TaskDesign a comprehensive 'satisfaction and feedback' survey
  • TaskAnalyze and report findings from completed surveys
  • TaskDistribute the survey to all employees
  • KRAchieve a 20% improvement in employee satisfaction survey scores
  • TaskDevelop solutions addressing survey feedback
  • TaskImplement regular team building activities
  • TaskConduct regular anonymous employee satisfaction surveys

OKRs to implement a Continuous Peer and Upwards Feedback System

  • ObjectiveImplement a Continuous Peer and Upwards Feedback System
  • KRTrain 90% of team members on providing effective upward feedback in six weeks
  • TaskDistribute educational materials for self-study
  • TaskSchedule individual coaching sessions where needed
  • TaskArrange training sessions on effective upward feedback techniques
  • KRDesign and launch a transparent peer feedback mechanism within 4 weeks
  • TaskDevelop an easy-to-use feedback platform
  • TaskConduct initial testing and final launch of the system
  • TaskCraft a clear, understandable guideline for peer feedback
  • KRAchieve a 70% response rate in the new feedback system by the end of the quarter
  • TaskImplement an attractive incentive system to engage participants
  • TaskSimplify the feedback process for faster completion
  • TaskConduct regular awareness campaigns about the feedback system

OKRs to validate employee experience in a new tool

  • ObjectiveValidate employee experience in a new tool
  • KRSurvey 80% of employees on their usage and feedback of the new tool
  • TaskDevelop a feedback survey on the tool's usage and effectiveness
  • TaskIdentify and list all employees who have used the new tool
  • TaskDistribute the survey and collect the responses from employees
  • KRImplement 2 major suggestions from the feedback to improve the tool usability
  • TaskExecute the improvement plan and update the tool
  • TaskIdentify the top 2 major suggestions from user feedback
  • TaskDevelop a plan to incorporate these suggestions into the tool
  • KRAchieve a 70% positive response rate for user experience on the tool
  • TaskInitiate a comprehensive user outreach campaign
  • TaskImprove tool functionality based on user feedback
  • TaskImplement regular user-friendly updates

OKRs to establish a comprehensive new hire onboarding program

  • ObjectiveEstablish a comprehensive new hire onboarding program
  • KRDevelop a clear, structured onboarding plan within the first 2 weeks
  • TaskOutline a schedule for training sessions, workshops, and meetings
  • TaskPrepare a comprehensive, easy-to-follow onboarding guide
  • TaskIdentify key roles, responsibilities, and systems new hires must understand
  • KRAchieve 90% satisfaction rate on new hire feedback surveys about onboarding experience
  • TaskDevelop a detailed, comprehensive onboarding program with clear expectations
  • TaskCollect regular feedback from new hires and implement necessary adjustments
  • TaskProvide consistent mentorship and support for new employees during onboarding
  • KRTrain 100% of HR team to effectively implement onboarding program
  • TaskChoose appropriate training resources or programs
  • TaskSchedule and oversee training sessions
  • TaskIdentify existing knowledge gaps in the HR team's onboarding skills

OKRs to improve internal company communication

  • ObjectiveImprove internal company communication
  • KRImplement a new communication tool addressing identified communication issues by week 8
  • TaskSelect and trial run the best-fit communication tool by week 5
  • TaskEvaluate and brainstorm possible communication tool solutions by week 2
  • TaskImplement and test communication tool, addressing issues by week 8
  • KRConduct a survey to identify current communication challenges by week 4
  • TaskIdentify and invite relevant participants for the survey
  • TaskDraft a list of questions addressing current communication issues
  • TaskAnalyze and compile survey results by week 4
  • KRAchieve 10% reduction in communication-related complaints by end of quarter
  • TaskEstablish a feedback system for improving communication-related issues
  • TaskReview and revise current communication protocols in place
  • TaskImplement a weekly training on effective communication skills for employees

OKRs to enhance training areas for improvement identification

  • ObjectiveEnhance training areas for improvement identification
  • KRConduct a comprehensive review and analysis on identified areas for enhancements
  • TaskPerform an in-depth analysis based on the review
  • TaskIdentify areas that require improvement or enhancements
  • TaskCarry out detailed research for a comprehensive review
  • KRCreate and implement detailed action plans for the top 2 areas requiring improvement
  • TaskBegin implementing both action plans
  • TaskIdentify top 2 areas needing most improvement
  • TaskDevelop detailed plans for each area
  • KRIdentify and categorize at least 10 potential areas for improvements in current training
  • TaskCategorize findings into at least 10 improvement segments
  • TaskSurvey employees to identify dissatisfaction in current training areas
  • TaskAnalyze feedback for common themes and improvement areas

OKRs to deliver high-quality, budget-friendly training programs

  • ObjectiveDeliver high-quality, budget-friendly training programs
  • KRReduce the cost per trainee by 20% without compromising quality
  • TaskReduce unnecessary training material costs
  • TaskImplement efficient online training platforms
  • TaskUtilize in-house trainers instead of external
  • KRAchieve 90% positive feedback score from trainee satisfaction surveys
  • TaskImprove training content based on previous feedback
  • TaskRegularly engage trainees for feedback
  • TaskProvide comprehensive after-training support
  • KRDevelop and launch 2 new cost-efficient training modules by end of quarter
  • TaskInitiate the launch of the created modules
  • TaskDevelop two cost-effective training materials
  • TaskIdentify necessary components for cost-efficient training modules

OKRs to improve employee feedback

  • ObjectiveScale our ability to gather feedback from the team
  • KRSimplify the internal blogging process from 5 to 2 steps
  • KREstablish employee satisfaction score baseline with monthly
  • KRHost 6 social or motivational events in line with employee selections

OKRs to execute foundational groundwork for our 2025 performance management system

  • ObjectiveExecute foundational groundwork for our 2025 performance management system
  • KREvaluate and select two potential software providers for the new system
  • TaskIdentify two potential software providers based on system requirements
  • TaskMake a final decision to select two suitable software providers
  • TaskCompare features, prices, and customer reviews of selected providers
  • KRDevelop and secure approval for a detailed project implementation plan
  • TaskDraft a detailed project implementation plan
  • TaskRevise and secure approval for the plan
  • TaskSubmit proposal to decision-makers for review
  • KRGather performance related feedback from 80% of existing employees
  • TaskDistribute the survey to all existing employees
  • TaskDevelop a concise survey for performance-related feedback
  • TaskRemind employees to complete the survey

OKRs to enhance intra-team communication among managers and staff

  • ObjectiveEnhance intra-team communication among managers and staff
  • KRIncrease the participation in weekly team meetings by 50%
  • TaskReward employee contributions to discussions
  • TaskImplement a rotating chair for each meeting
  • TaskCreate engaging meeting agendas that promote discussion
  • KRImplement a monthly feedback system for all employees by end of Q2
  • TaskDesign survey for collecting employee feedback
  • TaskSchedule recurring monthly feedback sessions
  • TaskEstablish a system for analyzing feedback
  • KRAchieve a 30% improvement in communication-related scores on the annual employee survey
  • TaskIntroduce communication skills training for all employees
  • TaskImplement weekly team meetings to discuss ongoing projects
  • TaskEstablish an open-door policy for management

Employee Feedback 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

AI feedback for OKRs in Tability

Quarterly OKRs should have weekly updates to get all the benefits from the framework. Reviewing progress periodically has several advantages:

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:

That's it! Tability will instantly get access to 10+ dashboards to monitor progress, visualise trends, and identify risks early.

More Employee Feedback OKR templates

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

Table of contents