2 Feedback Culture OKR examples with initiatives

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What are Feedback 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.

Formulating strong OKRs can be a complex endeavor, particularly for first-timers. Prioritizing outcomes over projects is crucial when developing your plans.

We've tailored a list of OKRs examples for Feedback Culture to help you. You can look at any of the templates below to get some inspiration for your own goals.

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

Feedback Culture OKRs examples

You'll find below a list of Objectives and Key Results templates for Feedback Culture. 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 foster a comprehensive feedback culture

ObjectiveFoster a comprehensive feedback culture
KRDecrease negative feedback issues by 30% through improvement interventions
Develop and implement a comprehensive customer service training program
Regularly analyze customer satisfaction surveys for improvement areas
Revise and optimize internal processes associated with customer complaints
KROrganize four constructive feedback workshops for all staff members
Outline the key goals and topics for each feedback workshop
Arrange for appropriate facilities and equipment to host workshops
Send invites and workshop agenda to all staff members
KRImplement confidential weekly team feedback surveys increasing participation by 60%

customer-service feedback-culture customer-service-manager internal-communications-manager customer-service-department human-resources-department

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OKRs to enhance a culture of accountability and productive feedback

ObjectiveEnhance a culture of accountability and productive feedback
KRImplement a system for tracking accountability, with 100% team adoption
Train the team on using the chosen tool effectively
Regularly monitor and enforce teamwide tool usage
Identify a suitable accountability tracking software or tool
KRTrain team members on effective feedback methods to achieve 90% completion rate
Monitor team members' application and improvement
Develop a comprehensive feedback training program
Schedule and conduct regular feedback training sessions
KRIncrease positive feedback within team by 20% as measured through surveys
Encourage peer recognition through a reward system
Provide training on effective and positive communication
Implement regular team-building activities to strengthen relationships

accountability constructive-feedback team-leaders training-coordinators training-team team-building-team

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How to write your own Feedback 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 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.

Feedback 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

Focus can only be achieve by limiting the number of competing priorities. It is crucial that you take the time to identify where you need to move the needle, and avoid adding business-as-usual activities to your 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

Having good goals is only half the effort. You'll get significant more value from your OKRs if you commit to a weekly check-in process.

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 Feedback 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 Feedback Culture OKR templates

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

2 OKR examples for Feedback Culture