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3 OKR examples for Employee Resource Group

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What are Employee Resource Group 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 Resource Group. 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 Resource Group 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 Resource Group OKRs examples

You'll find below a list of Objectives and Key Results templates for Employee Resource Group. 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 reduce staff turnover across the company

  • ObjectiveReduce staff turnover across the company
  • KRDecrease the employee turnover rate by 10%
  • TaskImplement employee engagement and team-building activities
  • TaskConduct regular surveys to understand employee concerns
  • TaskEnhance benefits packages and reward system
  • KRImplement a new employee retention program impacted employees rate positively by 85%
  • TaskImplement the program and measure success via employee feedback
  • TaskConduct surveys to understand current employee satisfaction and needs
  • TaskDesign a retention program based on survey results
  • KRImprove employee engagement scores by 30%
  • TaskImplement a consistent employee recognition program
  • TaskCreate open communication channels for feedback and suggestions
  • TaskInitiate regular personal development and team-building activities

OKRs to enhance diversity and inclusion initiatives

  • ObjectiveIncrease diversity and inclusion in the workplace
  • KRConduct an anonymous diversity and inclusion survey to gather feedback
  • KRIncrease percentage of underrepresented groups in new hires
  • KRImplement a mentorship program for diverse employees
  • KRProvide diversity and inclusion training for all employees

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
  • TaskEncourage active listening and empathy among team members during conflicts
  • TaskEstablish a clear communication protocol to address conflicts promptly
  • TaskImplement a mentorship program to provide guidance and support during conflict resolution
  • TaskConduct 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
  • TaskProvide effective communication tools and train team members on how to use them
  • TaskImplement regular team meetings to discuss progress, challenges, and goals
  • TaskEncourage collaboration by assigning cross-functional projects and fostering teamwork
  • TaskDevelop 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
  • TaskImplement employee recognition programs to celebrate achievements and boost team morale
  • TaskAnalyze survey results to identify areas for improvement and develop targeted action plans
  • TaskProvide regular opportunities for employee feedback and implement suggestions for enhancing happiness
  • TaskConduct quarterly employee satisfaction surveys to measure team happiness score

Employee Resource Group 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

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:

We recommend using a spreadsheet for your first OKRs cycle. You'll need to get familiar with the scoring and tracking first. Then, you can scale your OKRs process by using 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 Resource Group OKR templates

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

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