9 customisable OKR examples for Staff Engagement

What are Staff Engagement 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.

Crafting effective OKRs can be challenging, particularly for beginners. Emphasizing outcomes rather than projects should be the core of your planning.

We have a collection of OKRs examples for Staff Engagement to give you some inspiration. You can use any of the templates below as a starting point for your OKRs.

If you want to learn more about the framework, you can read our OKR guide online.

Building your own Staff Engagement OKRs with AI

While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI generator below or our more complete goal-setting system to generate your own OKRs.

Our customisable Staff Engagement OKRs examples

You will find in the next section many different Staff Engagement Objectives and Key Results. We've included strategic initiatives in our templates to give you a better idea of the different between the key results (how we measure progress), and the initiatives (what we do to achieve the results).

Hope you'll find this helpful!

1. OKRs to cultivate an appealing, inclusive company culture

2. OKRs to coordinate comprehensive food safety trainings

3. OKRs to enhance collaborative capabilities as an HR specialist partnering in team activities

4. OKRs to enhance customer interaction and support

5. OKRs to develop effective patient re-engagement strategy for the clinic

6. OKRs to reduce staff turnover across the company

7. OKRs to improve staff retention and foster a positive work culture

8. OKRs to boost overall staff job satisfaction

9. OKRs to enhance staff productivity in the hybrid work model

Staff Engagement OKR best practices to boost success

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.

Tability's audit dashboard will highlight opportunities to improve OKRs

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.

Tability's check-ins will save you hours and increase transparency

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 turn your Staff Engagement OKRs in a strategy map

OKRs without regular progress updates are just KPIs. You'll need to update progress on your OKRs every week to get the full 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

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.

Tability's Strategy Map makes it easy to see all your org's OKRs

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 Staff Engagement OKR templates

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

• OKRs to enhance productivity and reduce stress via effective time management
  productivitystress-managementproject-managerhuman-resource-managerproject-management-teamhuman-resources-team
• OKRs to enhance metrics quality and interpretability
  metrics-qualitydata-interpretationdata-analystdashboard-designerdata-analytics-teamdashboard-development-team
• OKRs to boost active participation from industry partners and stakeholders
  active-participationstakeholder-engagementproject-managerstakeholder-engagement-specialistproject-management-teamstakeholder-engagement-team
• OKRs to securely integrate Code42 and Abnormal Security with existing operations
  code42-integrationabnormal-security-trainingnetwork-security-engineerit-traineroperations-teamit-team
• OKRs to establish a robust risk management framework within the organization
  risk-managementoperational-risksrisk-assessment-officercompliance-officerrisk-management-teamcompliance-team
• OKRs to improve your career path
  consultingcareer

OKRs resources

Here are a list of resources to help you adopt the Objectives and Key Results framework.

• To learn: What is the meaning of OKRs
• Blog posts: ODT Blog
• Success metrics: KPIs examples