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tability.ioWhat are Workplace Culture 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.
How you write your OKRs can make a huge difference on the impact that your team will have at the end of the quarter. But, it's not always easy to write a quarterly plan that focuses on outcomes instead of projects.
We have curated a selection of OKR examples specifically for Workplace Culture to assist you. Feel free to explore the templates below for inspiration in setting your own goals.
If you want to learn more about the framework, you can read our OKR guide online.
Workplace Culture OKRs examples
We've added many examples of Workplace Culture 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 foster a vibrant, energetic monday-feels-like-friday workplace culture
ObjectiveFoster a vibrant, energetic monday-feels-like-friday workplace culture
KRReduce Monday absenteeism by 20%
Develop an engaging Monday morning team activity- Implement flexible work hours for improved work-life balance
- Introduce incentives for perfect Monday attendance
- KRIncrease weekly staff engagement activities by 50%
- Develop and implement additional activities
- Monitor participation and gather feedback
- Identify current engagement activities and their frequency
- KRImprove overall job satisfaction score by 30% on employee surveys
- Increase training and professional development opportunities
- Implement regular employee feedback and suggestion sessions
- Develop a comprehensive staff wellness program
OKRs to promote and cultivate a diverse and inclusive workplace culture
- ObjectivePromote and cultivate a diverse and inclusive workplace culture
- KRIncrease the representation of underrepresented groups by 10% in all departments
- Implement mandatory diversity and inclusion training for staff
- Revise promotion policies to ensure equity
- Develop recruitment strategies targeting underrepresented groups
- KRConduct and achieve a 90% participation rate in diversity and inclusion training
- Develop a clear, compelling case for why diversity training is necessary
- Set and communicate clear participation expectations to all employees
- Promote the training through engaging communications
- KRImprove inclusivity score by 15% as measured in quarterly employee engagement survey
- Increase representation across all levels & departments
- Implement regular diversity and inclusivity training workshops
- Foster an open, transparent communication culture
OKRs to boost team engagement and cultivate a positive work environment
- ObjectiveBoost team engagement and cultivate a positive work environment
- KRIncrease team interaction through bi-weekly team-building activities
- Design diverse, engaging team interactions
- Schedule regular bi-weekly team-building activities
- Monitor and gather feedback on effectiveness
- KRAchieve a 20% improvement in employee satisfaction survey results
- Initiate employee performance recognition and rewards programs
- Implement regular team-building activities for improved workplace rapport
- Establish open communication channels for addressal of employee concerns
- KRDecrease employee absenteeism by 15% through wellness initiatives
How to write your own Workplace Culture 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.
Workplace Culture 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 Workplace Culture 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 Workplace Culture OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to hire top-level Senior UX Researcher
- OKRs to implement continuous monitoring and management of departmental budgets
- OKRs to improve the effectiveness of OKR testing
- OKRs to drastically reduce material wastage in the production process
- OKRs to successfully transition all on-demand courses to the new LMS platform
- OKRs to establish successful strategy execution for value realization