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What are Employee 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.
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 Employee Satisfaction. 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.
The best tools for writing perfect Employee Satisfaction OKRs
Here are 2 tools that can help you draft your OKRs in no time.
Tability AI: to generate OKRs based on a prompt
Tability AI allows you to describe your goals in a prompt, and generate a fully editable OKR template in seconds.
- 1. Create a Tability account
- 2. Click on the Generate goals using AI
- 3. Describe your goals in a prompt
- 4. Get your fully editable OKR template
- 5. Publish to start tracking progress and get automated OKR dashboards
Watch the video below to see it in action 👇
Tability Feedback: to improve existing OKRs
You can use Tability's AI feedback to improve your OKRs if you already have existing goals.
- 1. Create your Tability account
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on Generate analysis
- 4. Review the suggestions and decide to accept or dismiss them
- 5. Publish to start tracking progress and get automated OKR dashboards
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.
Employee Satisfaction OKRs examples
We've added many examples of Employee 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 Employee Satisfaction
ObjectiveImprove Employee Satisfaction
KRImplement a recognition program resulting in a 20% increase in employee recognition
Create a feedback system for employees to recognize each other's accomplishments regularly- Train managers on effective ways to provide meaningful recognition and rewards
- Host monthly team events to publicly acknowledge and celebrate outstanding employee achievements
- Encourage employees to nominate their peers for recognition through a designated online platform
- KRConduct at least two learning and development programs to foster career growth
- Arrange workshops or seminars led by industry experts to enhance employees' subject knowledge
- Identify current skill gaps and development areas through employee assessments and feedback
- Implement a mentorship program to provide guidance and support for career advancement
- Create a comprehensive learning curriculum catering to employees' professional growth needs
- KRReduce employee turnover by 15% through the implementation of retention initiatives
- Implement a mentorship program to provide career growth opportunities and support
- Conduct a comprehensive survey to identify key reasons for employee turnover
- Enhance employee recognition and rewards program to improve job satisfaction
- Develop a clear career progression plan with opportunities for skill development and growth
- KRIncrease employee engagement score by 10% through monthly surveys
OKRs to amplify employee satisfaction and overall wellbeing
- ObjectiveAmplify employee satisfaction and overall wellbeing
- KRImplement 2 wellbeing initiatives based on employee feedback
- Communicate and launch initiatives to employees
- Develop action plans for the top 2 initiatives
- Review employee feedback on desired wellbeing initiatives
- KRDecrease annual employee turnover rate by 15%
- Provide competitive compensation and attractive benefits
- Improve employee morale with team building activities
- Implement comprehensive employee growth and development programs
- KRIncrease employee satisfaction score by 20% through anonymous surveys
- Analyze feedback data to identify dissatisfaction areas
- Implement changes based on survey results
- Develop and distribute an anonymous employee satisfaction survey
OKRs to boost overall employee satisfaction levels
- ObjectiveBoost overall employee satisfaction levels
- KRImplement at least two employee suggested improvements
- Implement the two most effective and relevant suggestions
- Evaluate feasibility and impact of these proposed improvements
- Collect suggestions for improvement from all employees
- KRConduct 'satisfaction and feedback' survey from 90% of employees
- Design a comprehensive 'satisfaction and feedback' survey
- Analyze and report findings from completed surveys
- Distribute the survey to all employees
- KRAchieve a 20% improvement in employee satisfaction survey scores
- Develop solutions addressing survey feedback
- Implement regular team building activities
- Conduct regular anonymous employee satisfaction surveys
OKRs to improve employee engagement by increasing satisfaction by 10%
- ObjectiveBoost employee engagement satisfaction
- KRConduct pulse surveys and achieve a response rate of 80%
- KRHost monthly team-building activities with 75% participation rate
- KRIncrease quarterly recognition awards by 20%
- KRIdentify top 3 areas for improvement through survey results and implement action plans
OKRs to improve Employee Experience
- ObjectiveImprove Employee Experience
- KRImplement at least 3 new employee development programs to enhance professional growth
- KRIncrease employee satisfaction score by 10 points on quarterly engagement survey
- KRAchieve an average response time of under 24 hours for employee inquiries and concerns
- Implement an automated ticketing system to prioritize and assign employee inquiries efficiently
- Create standardized response templates to expedite resolution of common employee concerns
- Conduct regular training sessions to enhance employee support team's response time and efficiency
- Streamline internal communication channels to ensure prompt receipt and review of employee inquiries
- KRDecrease employee turnover rate by 5% compared to previous quarter
- Improve communication channels to ensure employees feel heard and valued in their roles
- Implement a recognition and rewards program to boost employee motivation and retention
- Conduct exit interviews to identify the main reasons behind employee turnover
- Enhance employee training and development programs to improve job satisfaction
OKRs to improve overall HR efficiency and employee satisfaction
- ObjectiveImprove overall HR efficiency and employee satisfaction
- KRReduce time-to-hire by 20%
- Implement streamlined, efficient hiring processes
- Develop and provide virtual interview capabilities
- Utilize AI for initial candidate screening
- KRIncrease employee engagement survey scores by 15%
- Enhance internal communication about company goals and progress
- Recognize and reward employee achievements regularly
- Implement a team-building program to strengthen employee relationships
- KRImplement at least two new employee well-being initiatives
- Develop and launch the chosen initiatives
- Research different types of employee well-being initiatives
- Select two initiatives that will best support our team
OKRs to amplify employee satisfaction levels
- ObjectiveAmplify employee satisfaction levels
- KRImplement two new employee benefits or wellness programs
- Implement and communicate new programs to employees
- Evaluate current employee benefits and identify room for improvements
- Research and propose two new benefit or wellness programs
- KRDecrease turnover rate by 15%
- Implement employee engagement and satisfaction surveys
- Develop comprehensive onboarding and training programs
- Introduce competitive compensation and benefits packages
- KRIncrease employee engagement survey scores by 20%
- Enhance training programs focused on employee personal development
- Initiate monthly one-on-one employee feedback sessions with managers
- Implement regular team building activities for stronger coworker relationships
OKRs to enhance employee commuting efficiency and satisfaction
- ObjectiveEnhance employee commuting efficiency and satisfaction
- KRAchieve a satisfaction rate of 85% from the employee transport service survey
- Conduct a feedback survey after each trip to identify improvements
- Train drivers in customer service and safe driving practices
- Implement regular maintenance for all employee transport vehicles
- KRIncrease company shuttle bus usage by 20%
- Increase employee awareness of the shuttle service
- Implement a reward program for frequent shuttle bus users
- Improve bus frequency during peak hours
- KRImplement a flexible commuting policy accessible to at least 90% of employees
- Survey employees on their commuting preferences and challenges
- Draft a customizable, flexible commuting policy
- Incorporate policy into company handbook for universal accessibility
OKRs to boost overall employee satisfaction and reduce turnover
- ObjectiveBoost overall employee satisfaction and reduce turnover
- KRDecrease voluntary employee turnover rate by 10%
- Implement a comprehensive employee engagement and satisfaction program
- Increase opportunities for employee advancement and skill development
- Enhance employee benefits and incentive packages
- KRIncrease employee engagement score by 15% in company-wide surveys
- Implement regular team-building events for employee bonding
- Provide regular recognition for employees' accomplishments
- Conduct an open forum for feedback and suggestions
- KREnhance internal promotion rate by 20%
- Increase communication about available promotion opportunities
- Implement ongoing skills training for all employees
- Develop clear promotion pathways with performance benchmarks
OKRs to boost employee satisfaction post-adaptation
- ObjectiveBoost employee satisfaction post-adaptation
- KRIncrease participation in adaptation-related activities by 70%
- Create significant rewards for active engagement in adaptation-related activities
- Develop motivational training programs for participants in these activities
- Improve visibility of these activities through advertising and social media campaigns
- KRAchieve 90% positive responses in post-change satisfaction surveys
- Implement comprehensive training for new procedures
- Survey employees before, during, after change
- Provide clear communication surrounding change
- KRReduce workplace complaints related to adaptation by 40%
- Create a robust employee feedback system
- Enhance company-wide communication channels
- Implement regular team-building exercises and workshops
Employee 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
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.
Save hours with automated OKR dashboards
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 Tability to save time with automated OKR dashboards, data connectors, and actionable insights.
How to get Tability dashboards:
- 1. Create a Tability account
- 2. Use the importers to add your OKRs (works with any spreadsheet or doc)
- 3. Publish your OKR plan
That's it! Tability will instantly get access to 10+ dashboards to monitor progress, visualise trends, and identify risks early.
More Employee Satisfaction OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to ensure efficient transition from SAP ECC to SAP S/4
- OKRs to attain and apply advanced leadership skills through an online course
- OKRs to reinstate Intel's victorious culture and unify its talent pool
- OKRs to enhance customer experience satisfaction
- OKRs to establish robust Master Data needs for TM
- OKRs to boost labor retention rate