2 Empowerment OKR examples with initiatives

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What are Empowerment 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 Empowerment. 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.

Empowerment OKRs examples

You'll find below a list of Objectives and Key Results templates for Empowerment. 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 cultivate a culture of growth and empowerment among our teams

ObjectiveCultivate a culture of growth and empowerment among our teams
KRLaunch 2 additional team member-led projects
Schedule project kick-off meetings
Assign project leads and communicate responsibilities
Identify resources needed for the projects
KRIncrease employee participation in decision-making processes by 30%
Implement a system for weekly brainstorming sessions involving all employees
Provide training sessions on decision-making strategies
Routinely encourage open, anonymous suggestions for improvements
KRRaise employee satisfaction score by 20% through empowerment initiatives
Establish regular training sessions to improve skills and self-sufficiency
Implement a system for employees to provide feedback on company processes
Foster a communal decision-making environment for project planning

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OKRs to enhance personal empowerment and boost confidence to improve organizational problem-solving skills

ObjectiveEnhance personal empowerment and boost confidence to improve organizational problem-solving skills
KRAchieve a 20% improvement in problem-solving efficiency according to evaluation metrics
Introduce new software tools to streamline workflows
Regularly review and refine problem-solving processes
Implement problem-solving training sessions for employees
KRSuccessfully tackle and resolve 3 major organizational issues using newly learned skills
Monitor effectiveness and adjust strategies as needed
Identify 3 major organizational issues to resolve
Apply newly learned skills to these issues
KRAttend two professional development workshops focused on personal empowerment and confidence-building
Research and register for two empowerment and confidence workshops
Complete prerequisite activities provided by workshop organizers
Book off necessary dates for workshop attendance

personal-empowerment problem-solving team-leaders hr-professionals operations-team human-resources-team

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How to write your own Empowerment 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 OKRs

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.

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.

Empowerment 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 Empowerment OKRs

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:

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

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 a proper OKR-tracking tool for it.

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 Empowerment OKR templates

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

2 OKR examples for Empowerment