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tability.ioWhat are Job Satisfaction 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.
OKRs are quickly gaining popularity as a goal-setting framework. But, it's not always easy to know how to write your goals, especially if it's your first time using OKRs.
We've tailored a list of OKRs examples for Job Satisfaction to help you. You can look at any of the templates below to get some inspiration for your own goals.
If you want to learn more about the framework, you can read our OKR guide online.
Job Satisfaction OKRs examples
We've added many examples of Job Satisfaction 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 improve staff retention and increase job satisfaction
ObjectiveImprove staff retention and increase job satisfaction
KRIncrease annual employee survey satisfaction score by 20%
Regularly communicate company's vision, mission, and goals to all employees- Establish an anonymous feedback system for immediate concerns
- Implement regular team-building activities to boost morale and unity
- KRIncrease number of employees enrolled in development programs by 30%
- Implement incentivized initiatives for employee development programs
- Enhance internal promotion of development programs
- Organize informational sessions about the programs
- KRAchieve a 15% reduction in staff turnover rate
- Implement regular feedback and recognition programs
- Create and enforce effective retention strategies
- Improve communication methods within the company
OKRs to boost overall staff job satisfaction
- ObjectiveBoost overall staff job satisfaction
- KRAchieve 80% positive responses in the employee satisfaction survey
- Implement suitable employee reward and recognition system
- Improve internal communication and transparency among all levels
- Regularly seek employee feedback to address their concerns
- KRReduce employee turnover rate by 20%
- Increase employee compensation and benefits
- Offer regular employee training and mentorship programs
- Implement clear employee career progression paths
- KRElevate average score of internal professional development programs to 8/10
- Incorporate interactive elements to engage attendees more effectively
- Solicit feedback to identify areas for program improvement
- Implement changes based on feedback to increase satisfaction
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
How to write your own Job Satisfaction 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.
Job Satisfaction 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
Having too many OKRs is the #1 mistake that teams make when adopting the framework. The problem with tracking too many competing goals is that it will be hard for your team to know what really matters.
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
Setting good goals can be challenging, but without regular check-ins, your team will struggle to make progress. We recommend that you track your OKRs weekly to get the full benefits from the framework.
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 Job Satisfaction 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 Job Satisfaction OKR templates
We have more templates to help you draft your team goals and OKRs.