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What are Employee Turnover 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 Turnover. 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 Turnover 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 Turnover OKRs examples
You'll find below a list of Objectives and Key Results templates for Employee Turnover. 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 reduce Employee Turnover
ObjectiveReduce Employee Turnover
KRImplement a mentoring program with participation from 75% of employees
Establish regular check-ins and evaluations to assess the effectiveness of the mentoring program- Provide training for potential mentors and match them with mentees based on their goals
- Create a program outline with goals and objectives for the mentoring program
- Promote the mentoring program through various communication channels to raise awareness
- KRDecrease voluntary employee resignations by 20%
- Conduct exit interviews to identify and address reasons for voluntary resignations
- Implement a comprehensive employee engagement and retention program
- Enhance communication channels to ensure employees feel valued and heard
- Provide professional development opportunities to ensure employee growth and satisfaction
- KRIncrease employee engagement scores by 10%
- Provide regular opportunities for open communication and feedback between employees and management
- Organize team-building activities to foster collaboration and strengthen relationships among employees
- Conduct anonymous employee survey to identify areas of opportunity for engagement improvement
- Develop and implement a recognition and rewards program to acknowledge employee efforts
- KRImprove manager satisfaction ratings by 15%
- Implement regular feedback sessions to understand manager concerns and address them promptly
- Provide professional development opportunities to enhance manager skills and career growth
- Foster a positive and supportive work environment through team-building initiatives and recognition programs
- Streamline communication channels and ensure clarity in expectations for effective manager-employee interactions
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 enhance employee engagement and retention
- ObjectiveEnhance employee engagement and retention
- KRAchieve an employee satisfaction score of 90% in internal surveys
- Implement a rewards and recognition program
- Improve communication and transparency within the company
- Execute regular team building exercises and events
- KRImplement at least two key employee wellness programs encouraged by 70% of staff
- Survey staff to identify top two preferred wellness programs
- Research and plan implementation of selected programs
- Launch and communicate chosen wellness programs to staff
- KRReduce employee turnover rate by 20% from current rates
- Provide regular training and professional development opportunities
- Develop a comprehensive benefits and rewards program
- Implement an employee satisfaction survey to identify improvements
OKRs to improve employee engagement across the organization
- ObjectiveImprove employee engagement across the organization
- KRDecrease overall employee turnover by 10%
- Enhance compensation and benefits packages
- Implement a comprehensive employee satisfaction survey
- Create a robust employee development and training program
- KRIncrease participation in employee engagement activities and initiatives by 20%
- Develop enticing rewards for participants in engagement activities
- Improve internal communication about upcoming initiatives
- Provide regular feedback opportunities about engagement activities
- KRAchieve a 15% increase in response rate on internal employee surveys
- Incentivize survey participation with small rewards or recognition
- Promote survey through email reminders and team meetings
- Develop engaging, relevant questions for the survey
OKRs to reduce turnover rate through retention strategies
- ObjectiveIncrease employee retention rate
- KRImplement a mentorship program for new employees
- KRHost monthly employee appreciation events
- KRConduct exit interviews and analyze feedback to improve retention efforts
- KRDevelop a career growth plan for each employee
OKRs to minimize employee turnover in the organization
- ObjectiveMinimize employee turnover in the organization
- KRReduce company-wide voluntary turnover rate by 10%
- Implement a comprehensive employee engagement and satisfaction program
- Improve compensation and benefits program based on industry standards
- Conduct exit interviews to understand reasons for leaving
- KRImplement an initiative to improve employee satisfaction, achieving 85% positive feedback
- Conduct a survey to identify current employee satisfaction levels
- Develop and implement strategies to address identified dissatisfaction areas
- Regularly monitor and adjust strategies based on employee feedback
- KRIncrease average employee tenure by 15% through career development initiatives
- Design a comprehensive career development program for all employees
- Implement regular mentoring and coaching sessions
- Encourage employees to attend professional development workshops
OKRs to establish a positive and inclusive work culture
- ObjectiveEstablish a positive and inclusive work culture
- KRIncrease employee satisfaction scores by 20% via anonymous quarterly surveys
- Introduce changes based on survey findings
- Implement anonymous surveys focused on employee satisfaction
- Analyse survey data for areas of improvement
- KRReduce employee turnover rate by 15% as measured monthly
- Offer competitive salaries and benefits packages
- Implement company-wide employee satisfaction surveys
- Establish comprehensive onboarding and mentorship programs
- KRImplement weekly team-building activities attended by at least 80% of staff
- Create engaging weekly team-building activities agenda
- Monitor participation and ask for feedback
- Inform staff about the schedule and importance
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 reduce staff turnover across the company
- ObjectiveReduce staff turnover across the company
- KRDecrease the employee turnover rate by 10%
- Implement employee engagement and team-building activities
- Conduct regular surveys to understand employee concerns
- Enhance benefits packages and reward system
- KRImplement a new employee retention program impacted employees rate positively by 85%
- Implement the program and measure success via employee feedback
- Conduct surveys to understand current employee satisfaction and needs
- Design a retention program based on survey results
- KRImprove employee engagement scores by 30%
- Implement a consistent employee recognition program
- Create open communication channels for feedback and suggestions
- Initiate regular personal development and team-building activities
OKRs to cultivate an appealing, inclusive company culture
- ObjectiveCultivate an appealing, inclusive company culture
- KRDecrease turnover rate by 15% through enhanced workplace conditions
- Introduce flexible working hours for work-life balance
- Implement mandatory team-building activities to foster camaraderie
- Upgrade office equipment for a better work experience
- KRImprove employee satisfaction score by 20% through engagement initiatives
- Implement weekly team-building activities and workshops
- Conduct regular feedback and suggestion sessions
- Establish an employee recognition and rewards system
- KRImplement 2 employee-led initiatives to foster ownership and engagement
- Launch two employee-led initiatives
- Provide training on leading and engagement strategies
- Identify possible leaders interested in leading initiatives
Employee Turnover 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 Turnover OKR templates
We have more templates to help you draft your team goals and OKRs.
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- OKRs to implement a robust loyalty feature in the banking app
- OKRs to elevate knowledge in subject matter for team experts
- OKRs to improve effectiveness of sales promotion forecasting
- OKRs to improve customer response time and service quality
- OKRs to enhance system security for robust protection