2 Employee Wellness OKR examples with initiatives

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What are Employee Wellness 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 Wellness. 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.

Employee Wellness OKRs examples

You'll find below a list of Objectives and Key Results templates for Employee Wellness. 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 enhance wellness and productivity of workforce

ObjectiveEnhance wellness and productivity of workforce
KRDecrease average employee sick days by 15% through wellness initiatives
Establish a supportive mental health initiative
Implement a comprehensive workplace wellness program
Provide regular health check-ups for employees
KREnsure 90% of employees complete a biometric screening or health assessment
Implement a tracking system for completed screenings
Distribute a clear, concise health assessment to all employees
Send regular reminders to employees who haven't completed theirs
KRAchieve at least 75% participation in company-provided health and wellness programs
Implement motivational incentives for health program participation
Arrange engaging workshops focusing on health benefits
Regularly communicate benefits of wellness programs to employees

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OKRs to enhance operational excellence in wellness and resiliency department

ObjectiveEnhance operational excellence in wellness and resiliency department
KRImplement two new resiliency models, leading to a 10% overall performance improvement
Implement selected models into existing systems
Monitor and measure performance improvements
Identify and research two potential resiliency models
KRAchieve 95% satisfaction rate in employee wellness program feedback
Implement changes based on employee survey feedback
Initiate periodic surveys to gauge employee satisfaction with wellness program
Provide supplemental support resources and workshops
KRDecrease time taken to resolve operational challenges by 20%
Provide regular training on operations management
Implement more efficient problem-solving systems and processes
Increase communication and collaboration in team

operational-excellence employee-satisfaction department-manager wellness-program-coordinator wellness-and-resiliency-department operations-management-team

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How to write your own Employee Wellness 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 OKRs

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.

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.

Employee Wellness 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.

How to track your Employee Wellness 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 Employee Wellness OKR templates

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

2 OKR examples for Employee Wellness