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What are Employee Turnover 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 Turnover. 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 Turnover 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.
- 1. Create a Tability account
- 2. Click on the Generate goals using AI
- 3. Describe your goals in a prompt
- 4. Get your fully editable OKR template
- 5. Publish to start tracking progress and get automated OKR dashboards
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.
- 1. Create your Tability account
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on Generate analysis
- 4. Review the suggestions and decide to accept or dismiss them
- 5. Publish to start tracking progress and get automated OKR dashboards

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 Turnover OKRs examples
You'll find below a list of Objectives and Key Results templates for Employee Turnover. 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 Employee Turnover
ObjectiveReduce Employee Turnover
KRImplement a mentoring program with participation from 75% of employees
Establish regular check-ins and evaluations to assess the effectiveness of the mentoring program
Provide training for potential mentors and match them with mentees based on their goals
Create a program outline with goals and objectives for the mentoring program
Promote the mentoring program through various communication channels to raise awareness
KRDecrease voluntary employee resignations by 20%
Conduct exit interviews to identify and address reasons for voluntary resignations
Implement a comprehensive employee engagement and retention program
Enhance communication channels to ensure employees feel valued and heard
Provide professional development opportunities to ensure employee growth and satisfaction
KRIncrease employee engagement scores by 10%
Provide regular opportunities for open communication and feedback between employees and management
Organize team-building activities to foster collaboration and strengthen relationships among employees
Conduct anonymous employee survey to identify areas of opportunity for engagement improvement
Develop and implement a recognition and rewards program to acknowledge employee efforts
KRImprove manager satisfaction ratings by 15%
Implement regular feedback sessions to understand manager concerns and address them promptly
Provide professional development opportunities to enhance manager skills and career growth
Foster a positive and supportive work environment through team-building initiatives and recognition programs
Streamline communication channels and ensure clarity in expectations for effective manager-employee interactions
OKRs to effectively manage turnover to enhance organizational stability
ObjectiveEffectively manage turnover to enhance organizational stability
KRAchieve 90% positive feedback on exit interviews by improving work environment
Introduce incentives to recognize and reward employee performance
Implement regular staff satisfaction surveys for continuous improvement
Enhance office aesthetics for a more comfortable workspace
KRImplement two innovative retention strategies with 85% employee participation rate
KRDecrease turnover rate by 15% through employee engagement initiatives
Develop a robust employee mentorship program immediately
Implement regular employee recognition and rewards system
Conduct frequent team-building events and exercises
OKRs to boost overall employee satisfaction and reduce turnover
ObjectiveBoost overall employee satisfaction and reduce turnover
KRDecrease voluntary employee turnover rate by 10%
Implement a comprehensive employee engagement and satisfaction program
Increase opportunities for employee advancement and skill development
Enhance employee benefits and incentive packages
KRIncrease employee engagement score by 15% in company-wide surveys
Implement regular team-building events for employee bonding
Provide regular recognition for employees' accomplishments
Conduct an open forum for feedback and suggestions
KREnhance internal promotion rate by 20%
Increase communication about available promotion opportunities
Implement ongoing skills training for all employees
Develop clear promotion pathways with performance benchmarks
OKRs to enhance employee engagement and retention
ObjectiveEnhance employee engagement and retention
KRAchieve an employee satisfaction score of 90% in internal surveys
Implement a rewards and recognition program
Improve communication and transparency within the company
Execute regular team building exercises and events
KRImplement at least two key employee wellness programs encouraged by 70% of staff
Survey staff to identify top two preferred wellness programs
Research and plan implementation of selected programs
Launch and communicate chosen wellness programs to staff
KRReduce employee turnover rate by 20% from current rates
Provide regular training and professional development opportunities
Develop a comprehensive benefits and rewards program
Implement an employee satisfaction survey to identify improvements
OKRs to improve employee engagement across the organization
ObjectiveImprove employee engagement across the organization
KRDecrease overall employee turnover by 10%
Enhance compensation and benefits packages
Implement a comprehensive employee satisfaction survey
Create a robust employee development and training program
KRIncrease participation in employee engagement activities and initiatives by 20%
Develop enticing rewards for participants in engagement activities
Improve internal communication about upcoming initiatives
Provide regular feedback opportunities about engagement activities
KRAchieve a 15% increase in response rate on internal employee surveys
Incentivize survey participation with small rewards or recognition
Promote survey through email reminders and team meetings
Develop engaging, relevant questions for the survey
OKRs to reduce turnover rate through retention strategies
ObjectiveIncrease employee retention rate
KRImplement a mentorship program for new employees
KRHost monthly employee appreciation events
KRConduct exit interviews and analyze feedback to improve retention efforts
KRDevelop a career growth plan for each employee
OKRs to minimize employee turnover in the organization
ObjectiveMinimize employee turnover in the organization
KRReduce company-wide voluntary turnover rate by 10%
Implement a comprehensive employee engagement and satisfaction program
Improve compensation and benefits program based on industry standards
Conduct exit interviews to understand reasons for leaving
KRImplement an initiative to improve employee satisfaction, achieving 85% positive feedback
Conduct a survey to identify current employee satisfaction levels
Develop and implement strategies to address identified dissatisfaction areas
Regularly monitor and adjust strategies based on employee feedback
KRIncrease average employee tenure by 15% through career development initiatives
Design a comprehensive career development program for all employees
Implement regular mentoring and coaching sessions
Encourage employees to attend professional development workshops
OKRs to maintain the current staff turnover rate
ObjectiveMaintain the current staff turnover rate
KRConduct a staff satisfaction survey and achieve at least 90% positive responses
Implement changes based on survey feedback to improve satisfaction
Draft intuitive and precise questions for the staff satisfaction survey
Distribute the survey among staff members confidentially
KRImplement new retention strategy leading to less than 5% voluntary terminations
Conduct regular feedback and counseling sessions
Define clear expectations and work policies for all employees
Implement a comprehensive employee recognition program
KREnsure at least 95% of employees attend skills enhancement sessions or trainings
Regularly communicate the benefits of attending
Schedule trainings at convenient times for employees
Develop engaging and relevant training content
OKRs to establish a positive and inclusive work culture
ObjectiveEstablish a positive and inclusive work culture
KRIncrease employee satisfaction scores by 20% via anonymous quarterly surveys
Introduce changes based on survey findings
Implement anonymous surveys focused on employee satisfaction
Analyse survey data for areas of improvement
KRReduce employee turnover rate by 15% as measured monthly
Offer competitive salaries and benefits packages
Implement company-wide employee satisfaction surveys
Establish comprehensive onboarding and mentorship programs
KRImplement weekly team-building activities attended by at least 80% of staff
Create engaging weekly team-building activities agenda
Monitor participation and ask for feedback
Inform staff about the schedule and importance
OKRs to amplify employee satisfaction levels
ObjectiveAmplify employee satisfaction levels
KRImplement two new employee benefits or wellness programs
Implement and communicate new programs to employees
Evaluate current employee benefits and identify room for improvements
Research and propose two new benefit or wellness programs
KRDecrease turnover rate by 15%
Implement employee engagement and satisfaction surveys
Develop comprehensive onboarding and training programs
Introduce competitive compensation and benefits packages
KRIncrease employee engagement survey scores by 20%
Enhance training programs focused on employee personal development
Initiate monthly one-on-one employee feedback sessions with managers
Implement regular team building activities for stronger coworker relationships
Employee Turnover 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 Employee Turnover OKR dashboards

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 Tability to save time with automated OKR dashboards, data connectors, and actionable insights.
How to get Tability dashboards:
- 1. Create a Tability account
- 2. Use the importers to add your OKRs (works with any spreadsheet or doc)
- 3. Publish your OKR plan
That's it! Tability will instantly get access to 10+ dashboards to monitor progress, visualise trends, and identify risks early.
More Employee Turnover OKR templates
We have more templates to help you draft your team goals and OKRs.
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