9 customisable OKR examples for Employee Feedback
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.
Building your own Employee Feedback 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 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!
1. OKRs to boost overall employee satisfaction levels
Boost overall employee satisfaction levels
Implement at least two employee suggested improvements
Implement the two most effective and relevant suggestions
Evaluate feasibility and impact of these proposed improvements
Collect suggestions for improvement from all employees
Conduct 'satisfaction and feedback' survey from 90% of employees
Design a comprehensive 'satisfaction and feedback' survey
Analyze and report findings from completed surveys
Distribute the survey to all employees
Achieve a 20% improvement in employee satisfaction survey scores
Develop solutions addressing survey feedback
Implement regular team building activities
Conduct regular anonymous employee satisfaction surveys
2. OKRs to implement a Continuous Peer and Upwards Feedback System
Implement a Continuous Peer and Upwards Feedback System
Train 90% of team members on providing effective upward feedback in six weeks
Distribute educational materials for self-study
Schedule individual coaching sessions where needed
Arrange training sessions on effective upward feedback techniques
Design and launch a transparent peer feedback mechanism within 4 weeks
Develop an easy-to-use feedback platform
Conduct initial testing and final launch of the system
Craft a clear, understandable guideline for peer feedback
Achieve a 70% response rate in the new feedback system by the end of the quarter
Implement an attractive incentive system to engage participants
Simplify the feedback process for faster completion
Conduct regular awareness campaigns about the feedback system
3. OKRs to validate employee experience in a new tool
Validate employee experience in a new tool
Survey 80% of employees on their usage and feedback of the new tool
Develop a feedback survey on the tool's usage and effectiveness
Identify and list all employees who have used the new tool
Distribute the survey and collect the responses from employees
Implement 2 major suggestions from the feedback to improve the tool usability
Execute the improvement plan and update the tool
Identify the top 2 major suggestions from user feedback
Develop a plan to incorporate these suggestions into the tool
Achieve a 70% positive response rate for user experience on the tool
Initiate a comprehensive user outreach campaign
Improve tool functionality based on user feedback
Implement regular user-friendly updates
4. OKRs to establish a comprehensive new hire onboarding program
Establish a comprehensive new hire onboarding program
Develop a clear, structured onboarding plan within the first 2 weeks
Outline a schedule for training sessions, workshops, and meetings
Prepare a comprehensive, easy-to-follow onboarding guide
Identify key roles, responsibilities, and systems new hires must understand
Achieve 90% satisfaction rate on new hire feedback surveys about onboarding experience
Develop a detailed, comprehensive onboarding program with clear expectations
Collect regular feedback from new hires and implement necessary adjustments
Provide consistent mentorship and support for new employees during onboarding
Train 100% of HR team to effectively implement onboarding program
Choose appropriate training resources or programs
Schedule and oversee training sessions
Identify existing knowledge gaps in the HR team's onboarding skills
5. OKRs to improve internal company communication
Improve internal company communication
Implement a new communication tool addressing identified communication issues by week 8
Select and trial run the best-fit communication tool by week 5
Evaluate and brainstorm possible communication tool solutions by week 2
Implement and test communication tool, addressing issues by week 8
Conduct a survey to identify current communication challenges by week 4
Identify and invite relevant participants for the survey
Draft a list of questions addressing current communication issues
Analyze and compile survey results by week 4
Achieve 10% reduction in communication-related complaints by end of quarter
Establish a feedback system for improving communication-related issues
Review and revise current communication protocols in place
Implement a weekly training on effective communication skills for employees
6. OKRs to enhance training areas for improvement identification
Enhance training areas for improvement identification
Conduct a comprehensive review and analysis on identified areas for enhancements
Perform an in-depth analysis based on the review
Identify areas that require improvement or enhancements
Carry out detailed research for a comprehensive review
Create and implement detailed action plans for the top 2 areas requiring improvement
Begin implementing both action plans
Identify top 2 areas needing most improvement
Develop detailed plans for each area
Identify and categorize at least 10 potential areas for improvements in current training
Categorize findings into at least 10 improvement segments
Survey employees to identify dissatisfaction in current training areas
Analyze feedback for common themes and improvement areas
7. OKRs to deliver high-quality, budget-friendly training programs
Deliver high-quality, budget-friendly training programs
Reduce the cost per trainee by 20% without compromising quality
Reduce unnecessary training material costs
Implement efficient online training platforms
Utilize in-house trainers instead of external
Achieve 90% positive feedback score from trainee satisfaction surveys
Improve training content based on previous feedback
Regularly engage trainees for feedback
Provide comprehensive after-training support
Develop and launch 2 new cost-efficient training modules by end of quarter
Initiate the launch of the created modules
Develop two cost-effective training materials
Identify necessary components for cost-efficient training modules
8. OKRs to improve employee feedback
Scale our ability to gather feedback from the team
Simplify the internal blogging process from 5 to 2 steps
Establish employee satisfaction score baseline with monthly
Host 6 social or motivational events in line with employee selections
9. OKRs to enhance intra-team communication among managers and staff
Enhance intra-team communication among managers and staff
Increase the participation in weekly team meetings by 50%
Reward employee contributions to discussions
Implement a rotating chair for each meeting
Create engaging meeting agendas that promote discussion
Implement a monthly feedback system for all employees by end of Q2
Design survey for collecting employee feedback
Schedule recurring monthly feedback sessions
Establish a system for analyzing feedback
Achieve a 30% improvement in communication-related scores on the annual employee survey
Introduce communication skills training for all employees
Implement weekly team meetings to discuss ongoing projects
Establish an open-door policy for management
Employee Feedback 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 Insights Dashboard](https://tability-templates-v2.vercel.app/_next/static/media/tability-insights-board.e70f9466.png)
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 Insights Dashboard](https://tability-templates-v2.vercel.app/_next/static/media/checkins-graph.b2aec458.png)
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 Feedback OKRs in a strategy map
Quarterly OKRs should have weekly updates to get all the 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
Spreadsheets are enough to get started. Then, once you need to scale you can use a proper OKR platform to make things easier.
![A strategy map in Tability](https://tability-templates-v2.vercel.app/_next/static/media/tability_strategy_map.2ad25843.png)
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 Feedback OKR templates
We have more templates to help you draft your team goals and OKRs.
OKRs to attain 1% client engagement on our new website
OKRs to develop a comprehensive public engagement strategy
OKRs to achieve comprehensive monitoring of student progress across standards
OKRs to boost customer loyalty and extend business footprint
OKRs to amplify proactive investigation with broadened log analysis
OKRs to boost LinkedIn presence for recruiting and virtual assistance expansion
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.