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tability.ioWhat are Employee Performance Team 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 Performance Team. 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.
Employee Performance Team OKRs examples
You will find in the next section many different Employee Performance Team 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 improve quarterly performance through consistent check-ins with manager
ObjectiveImprove quarterly performance through consistent check-ins with manager
KRImplement suggestions from manager to enhance performance
Review manager's suggestions carefully and clarify any doubts or queries- Outline a concrete plan to apply suggested modifications structurally
- Daily monitor, measure and evaluate progress towards goals
- KRReview progress towards goals and receive feedback during meetings
- Prepare reports detailing goal progression
- Schedule regular meetings for progress reviews
- Ask for feedback during these meetings
- KRSchedule quarterly meeting with performance manager
- Identify schedules that align between you and your performance manager
- Draft an email proposing the meeting time and agenda
- Send the email and confirm the meeting date
OKRs to improve communication by ensuring quarterly check-in with performance manager
- ObjectiveImprove communication by ensuring quarterly check-in with performance manager
- KRImplement action plan based on feedback received from performance manager
- Develop a comprehensive action plan addressing the concerns highlighted
- Review feedback received from performance manager thoroughly
- Begin implementation of formulated action plan immediately
- KRDiscuss performance goals and feedback during check-in meeting
- Review previous performance goals before the check-in meeting
- Prepare constructive and specific feedback points
- Schedule a check-in meeting to discuss performance goals
- KRSchedule and attend quarterly check-in meeting with performance manager
- Determine a suitable date and time for the check-in meeting
- Send meeting invite to performance manager
- Attend the scheduled check-in meeting
OKRs to enhance corporate effectiveness, culture, and performance
- ObjectiveEnhance corporate effectiveness, culture, and performance
- KRIncrease employee engagement scores by 15%
- Implement regular team-building exercises and activities
- Provide consistent and constructive feedback to employees
- Increase recognition and reward for exceptional work
- KRAchieve 10% improvement in overall performance metrics
- Develop and implement effective strategies to boost performance
- Monitor, evaluate, and adjust strategies regularly for optimal results
- Identify key areas needing improvement through detailed performance analysis
- KRImplement 2 new operational efficiency measures
- Implement and monitor these new efficiency measures
- Identify areas in current operations needing efficiency improvement
- Develop two new efficiency measures addressing identified areas
OKRs to enhance and strengthen team capabilities and performance
- ObjectiveEnhance and strengthen team capabilities and performance
- KRReduce inter-team conflicts by 30% as measured by HR reports
- Implement a cross-team collaboration and communication improvement program
- Build a conflict resolution system involving HR and management
- Increase team-building activities to enhance interpersonal relationships
- KRImprove employee job satisfaction by 15% according to internal surveys
- Implement weekly team-building activities to boost morale
- Enhance benefit packages based on employee feedback
- Provide ongoing professional development opportunities
- KRIncrease team productivity by 20% based on project completion rates
- Establish clear project deadlines and objectives
- Provide productivity and time management training sessions
- Implement efficient project management tools for better tracking
OKRs to improve team performance through effective teamwork and collaboration
- ObjectiveImprove team performance through effective teamwork and collaboration
- KRReduce conflicts within the team by 50% by implementing conflict resolution strategies
- Encourage active listening and empathy among team members during conflicts
- Establish a clear communication protocol to address conflicts promptly
- Implement a mentorship program to provide guidance and support during conflict resolution
- Conduct a team-wide conflict resolution training session
- KRDevelop team members' skills by organizing at least two team-building workshops focused on enhancing collaboration and problem-solving abilities
- KRIncrease team productivity by 20% through enhanced communication and coordination
- Provide effective communication tools and train team members on how to use them
- Implement regular team meetings to discuss progress, challenges, and goals
- Encourage collaboration by assigning cross-functional projects and fostering teamwork
- Develop a centralized system for task tracking, deadlines, and accountability
- KREnhance employee satisfaction and engagement by achieving an average team happiness score of 8 out of 10
- Implement employee recognition programs to celebrate achievements and boost team morale
- Analyze survey results to identify areas for improvement and develop targeted action plans
- Provide regular opportunities for employee feedback and implement suggestions for enhancing happiness
- Conduct quarterly employee satisfaction surveys to measure team happiness score
OKRs to enhance HR department's performance and productivity
- ObjectiveEnhance HR department's performance and productivity
- KRReduce average recruitment time by 20%
- Enhance job descriptions to target qualified candidates
- Implement automated recruitment software for screening applicants
- Streamline interview process through structured interviews
- KRDecrease HR-related complaints by 30%
- Strengthen the company's anti-harassment policies
- Improve communication between HR and staff
- Implement regular HR training programs to boost expertise
- KRIncrease employee engagement score by 15%
- Implement an effective employee training and development program
- Develop regular team-building activities within the company
- Establish a feedback and recognition system for employees
OKRs to enhance adherence to committed behavioural norms
- ObjectiveEnhance adherence to committed behavioural norms
- KREstablish a rewards recognition programme to acknowledge high-performing individuals or teams upholding commitment behaviours
- Design recognition program tied to these behaviors
- Identify key commitment behaviors for employee performance
- Implement and communicate program to all employees
- KRDevelop and distribute a performance tracking system for monitoring employee commitment behaviours
- Roll out the system company-wide post-refinement
- Design a system to track employee commitment and performance
- Test the system within a small team for feedback
- KRImplement staff training programme to improve behavioural working norms by 70%
- Develop a comprehensive staff training programme
- Identify behavioral norms needing improvement in the workplace
- Implement the training and measure improvements
OKRs to streamline and enhance the performance management system
- ObjectiveStreamline and enhance the performance management system
- KRTrain all managers on the new system, achieving 90% implementation accuracy
- Schedule training sessions for all managers on the new system
- Develop assessment method to gauge implementation accuracy
- Provide additional training for those below 90% accuracy
- KRDevelop and finalize the revised system structure by engaging 75% of department heads
- Outline proposed system changes for department heads review
- Incorporate feedback and finalize system structure
- Gather feedback from 75% of department heads
- KRImprove employee satisfaction rate with the system by at least 20%
- Provide continuous user training improvement opportunities
- Implement system updates based on survey feedback
- Conduct a survey to identify current system dissatisfaction areas
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
- Identify two potential software providers based on system requirements
- Make a final decision to select two suitable software providers
- Compare features, prices, and customer reviews of selected providers
- KRDevelop and secure approval for a detailed project implementation plan
- Draft a detailed project implementation plan
- Revise and secure approval for the plan
- Submit proposal to decision-makers for review
- KRGather performance related feedback from 80% of existing employees
- Distribute the survey to all existing employees
- Develop a concise survey for performance-related feedback
- Remind employees to complete the survey
OKRs to promote high-performance ethos across all company levels
- ObjectivePromote high-performance ethos across all company levels
- KRAchieve a 10% improvement in employee engagement survey scores
- Implement regular team-building activities and workshops
- Provide continuous feedback and recognition for employee achievements
- Enhance communication transparency between management and staff
- KRReduce project completion times by 15%
- Delegate project tasks efficiently among team members
- Streamline communication process to prevent misunderstandings
- Enhance project management tools usage for better tracking
- KRIncrease team productivity metrics by 20%
- Encourage open communication to quickly resolve issues
- Initiate training programs to improve staff skills and efficiency
- Implement productivity tracking software for accurate metrics
How to write your own Employee Performance Team OKRs
1. Get tailored OKRs with an AI
You'll find some examples below, but it's likely that you have very specific needs that won't be covered.
You can use Tability's AI generator to create tailored OKRs based on your specific context. Tability can turn your objective description into a fully editable OKR template -- including tips to help you refine your goals.
- 1. Go to Tability's plan editor
- 2. Click on the "Generate goals using AI" button
- 3. Use natural language to describe your goals
Tability will then use your prompt to generate a fully editable OKR template.
Watch the video below to see it in action 👇
Option 2. Optimise existing OKRs with Tability Feedback tool
If you already have existing goals, and you want to improve them. You can use Tability's AI feedback to help you.
- 1. Go to Tability's plan editor
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on "Generate analysis"
Tability's Strategy Map makes it easy to see all your org's OKRsTability 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.
You can then decide to accept the suggestions or dismiss them if you don't agree.
Option 3. Use the free OKR generator
If you're just looking for some quick inspiration, you can also use our free OKR generator to get a template.
Unlike with Tability, you won't be able to iterate on the templates, but this is still a great way to get started.
Employee Performance Team 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.
How to track your Employee Performance Team OKRs
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.
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 Performance Team OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to reduce operational cost in the Network Operations Center
- OKRs to advance proficiency in construction-related coursework
- OKRs to implement tech solutions to optimize consulting business
- OKRs to establish leadership in impactful digital product delivery
- OKRs to increase overall property sales performance
- OKRs to enhance precision and productivity of tax and accounting operations