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tability.ioWhat are Employees 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 Employees. 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.
Employees OKRs examples
We've added many examples of Employees Objectives and Key Results, but we did not stop there. Understanding the difference between OKRs and projects is important, so we also added examples of strategic initiatives that relate to the OKRs.
Hope you'll find this helpful!
OKRs to boost employees' mastery in top five key competencies
ObjectiveBoost employees' mastery in top five key competencies
KREnsure 30% of employees progressively apply learnt competencies in their roles
Provide constructive feedback and improvement plans- Establish a tracking system for measuring competency application
- Develop continuous learning programs and hands-on training
- KRProvide professional training to 60% of the workforce on key competencies
- Identify the key competencies required for the workforce
- Source providers for professional training in these areas
- Schedule training sessions for selected workforce members
- KRAchieve competency proficiency of 40% of trained staff in assessment tests
- Implement online assessment tests to measure proficiency
- Initiate regular training sessions to develop staff skills
- Regularly analyze test results to identify areas of improvement
OKRs to optimize payroll process for efficiency
- ObjectiveOptimize payroll process for efficiency
- KRReduce manual payroll processes by 40% to minimize human error
- Implement automated payroll software system in the company
- Train HR employees on using the new software
- Monitor and adjust software for efficiency
- KRIncrease payroll automation by 50% for enhanced productivity
- Evaluate and adjust operations for continuous improvement
- Train staff members on new automated payroll systems
- Research and select advanced payroll automation software
- KRAchieve 30% reduction in payroll processing time by improving workflow
- Implementing automated payroll software or system
- Identify and eliminate redundant payroll processing steps
- Train staff on efficient payroll processing procedures
OKRs to enhance operational efficiency, certify employees, and increase team revenue
- ObjectiveEnhance operational efficiency, certify employees, and increase team revenue
- KRHave 100% of the employees complete certification courses relevant to their positions
- Set a deadline for course completion
- Monitor progress and offer support when needed
- Identify relevant certification courses for each position
- KRReduce process lag by 20% through process optimization strategies
- Identify key areas of the process causing delays
- Implement new efficiency measures in these areas
- Analyze and adjust measures based on results
- KRIncrease team's total revenue by 15% through strategic sales and marketing initiatives
- Develop and implement revenue-boosting sales strategies
- Upskill sales team with advanced selling techniques
- Launch targeted marketing campaigns for product promotion
OKRs to enhance leadership inclusivity across all teams
- ObjectiveEnhance leadership inclusivity across all teams
- KRImplement inclusivity training for all team leaders by the end of the quarter
- Identify relevant inclusivity training programs for team leaders
- Schedule training sessions for each team leader
- Monitor and report on training progress and effectiveness
- KRDecrease leadership team's turnover rate by 20% through fostering inclusivity
- Encourage open dialogue about inclusivity during team meetings
- Implement comprehensive diversity training for all management level employees
- Establish a mentoring program that promotes inclusivity
- KRIncrease internal survey's inclusivity score by 30% among leadership team
- Encourage honest communication through anonymous feedback
- Revise survey questions to eliminate unconscious bias
- Implement mandatory leadership training on diversity and inclusivity
OKRs to cultivate an inclusive and engaging work environment for all employees
- ObjectiveCultivate an inclusive and engaging work environment for all employees
- KRAchieve a 20% improvement in overall employee satisfaction scores
- Implement feedback changes to improve work culture and environment
- Design and implement an employee recognition program
- Conduct regular surveys to assess current employee satisfaction levels
- KRIncrease employee survey engagement rate by 30%
- Implement attractive incentives for completing the survey
- Simplify survey to reduce completion time
- Communicate survey importance via company-wide email
- KRImplement a diversity and inclusion training program for 100% of team leaders
- Determine the content and structure of the training program
- Schedule and communicate training sessions to all team leaders
- Identify or hire qualified, experienced trainers for instruction
OKRs to boost employees' understanding of corporate culture and core values
- ObjectiveBoost employees' understanding of corporate culture and core values
- KRConduct three engaging workshops on firm's culture and values
- Organize appropriate logistics and facilities for the workshops
- Develop comprehensive, engaging content for each workshop
- Choose relevant subjects pertaining to firm's culture and values
- KRImplement a quarterly recognition program based on core values engagement
- Develop criteria for recognising value engagement
- Create a reward distribution plan for recognised employees
- Identify and define company's core values clearly
- KRMeasure a 15% increase in correct answers on our cultural awareness quiz
- Evaluate and compare new quiz results
- Implement cultural awareness training sessions
- Establish baseline data from current quiz results
OKRs to boost the billability rate of employees to 95%
- ObjectiveBoost the billability rate of employees to 95%
- KRImplement a time-tracking software to reduce unproductive time by 15%
- Train all employees on how to use this software
- Research and select a suitable time-tracking software
- Monitor and evaluate the software's effectiveness regularly
- KRReduce non-billable task assignments by 20% through efficient delegation strategy
- Implement a strict task monitoring system
- Train staff on effective task delegation strategies
- Analyze current delegation methods for efficiency problems
- KRProvide productivity boosting training to achieve at least 10% more billable hours
- Monitor and measure training effectiveness
- Identify relevant productivity boosting training programs
- Allocate resources and schedule training for team
OKRs to strengthen overall company cybersecurity knowledge and protocol compliance
- ObjectiveStrengthen overall company cybersecurity knowledge and protocol compliance
- KRDecrease the occurrence of cybersecurity breaches by 30%
- Implement regular, mandatory cybersecurity training for staff
- Regularly update security software and firewalls
- Conduct routine system vulnerability assessments
- KRPass cybersecurity compliance audits with a success rate of 95% or more
- Consistently monitor and evaluate system vulnerabilities
- Regularly train staff on cybersecurity best practices
- Implement updated, robust cybersecurity protocols and software
- KRIncrease employee participation in cybersecurity training sessions by 25%
- Personalize training sessions to individual role requirements
- Boost training session visibility through internal communications
- Implement incentives for completing cybersecurity training
OKRs to provide ongoing compliance training and education to all employees
- ObjectiveImprove compliance knowledge and adherence
- KRConduct monthly audit and review of compliance improvement with department managers
- Discuss identified compliance gaps with department managers
- Schedule monthly compliance improvement audits with department managers
- Develop and implement corrective action plans to improve compliance
- Review current compliance performance for all departments
- KRIncrease employee certification success rate by 20%
- Implement personalized study plans
- Facilitate group study sessions
- Offer practice exams and feedback
- Provide access to study materials
- KRLaunch 2 e-learning modules covering mandatory compliance regulations
- Develop content for e-learning modules and ensure accuracy with legal team
- Identify mandatory compliance regulations to be covered in e-learning modules
- Train and disseminate e-learning modules to all employees, including tracking completion rates
- Design user-friendly interface and incorporate interactive elements into e-learning platform
- KRConduct monthly training sessions with active participation of 90% of employees
- Schedule monthly training sessions for all employees
- Solicit feedback from employees to improve future training sessions
- Create engaging training materials with interactive components
- Monitor participation rates and follow up with non-participants
OKRs to strengthen team communication for remote workers utilizing Slack
- ObjectiveStrengthen team communication for remote workers utilizing Slack
- KREnhance clarity of messages through a 15% decrease in miscommunication
- Develop a standardized communication framework with clear guidelines for effective messaging
- Conduct regular trainings and workshops on active listening and verbal/non-verbal communication
- Implement a feedback system to address and resolve any miscommunication promptly
- Encourage the use of visual aids or diagrams to supplement written or spoken communication
- KRIncrease the utilization of Slack's collaboration features by 30%
- Create and distribute a comprehensive guide highlighting Slack's collaboration features
- Encourage team leaders to incorporate Slack's collaboration tools into their daily workflows
- Regularly share success stories and best practices of utilizing Slack's collaboration tools
- Host training sessions to teach employees how to effectively utilize Slack's collaboration features
- KRImprove participation in team channels by at least 25%
- Provide ongoing training and resources on effective communication to support increased participation
- Implement a daily reminder to encourage team members to actively participate in channels
- Share success stories of active participants to inspire and motivate others to join in
- Organize regular team challenges to promote engagement and increase participation in channels
- KRIncrease average response time on Slack by 20%
- Provide regular training and guidance on effective and efficient communication practices
- Analyze response time data to identify bottlenecks and areas for improvement
- Implement productivity tools and shortcuts to streamline communication and reduce response time
- Encourage team members to adopt time management techniques to prioritize and respond promptly
How to write your own Employees 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.
Employees 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 Employees 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
Most teams should start with a spreadsheet if they're using OKRs for the first time. Then, once you get comfortable you can graduate to a proper OKRs-tracking tool.
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 Employees OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to establish a recognised presence on Twitter
- OKRs to enhance adherence to committed behavioural norms
- OKRs to strengthen cross-functional team collaboration
- OKRs to enhance NPS for improved user engagement and risk identification
- OKRs to enhance stewardship to boost donor retention
- OKRs to drive recruitment via enhanced content marketing for virtual assistant services