Tability is a cheatcode for goal-driven teams. Set perfect OKRs with AI, stay focused on the work that matters.
What are Staff 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.
Crafting effective OKRs can be challenging, particularly for beginners. Emphasizing outcomes rather than projects should be the core of your planning.
We have a collection of OKRs examples for Staff Turnover to give you some inspiration. You can use any of the templates below as a starting point for your OKRs.
If you want to learn more about the framework, you can read our OKR guide online.
The best tools for writing perfect Staff 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.
Staff Turnover OKRs examples
We've added many examples of Staff Turnover 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 maintain the current staff turnover rate
ObjectiveMaintain the current staff turnover rate
KRConduct a staff satisfaction survey and achieve at least 90% positive responses
Implement changes based on survey feedback to improve satisfaction
Draft intuitive and precise questions for the staff satisfaction survey
Distribute the survey among staff members confidentially
KRImplement new retention strategy leading to less than 5% voluntary terminations
Conduct regular feedback and counseling sessions
Define clear expectations and work policies for all employees
Implement a comprehensive employee recognition program
KREnsure at least 95% of employees attend skills enhancement sessions or trainings
Regularly communicate the benefits of attending
Schedule trainings at convenient times for employees
Develop engaging and relevant training content
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 establish a high engagement and satisfaction work environment
ObjectiveEstablish a high engagement and satisfaction work environment
KRIncrease the Employee Satisfaction Index by 15%
Improve communication transparency between management and staff
Offer flexible work hours or remote work opportunities
Implement regular feedback and recognition programs
KRAchieve 90% positive feedback on internal communication and management strategies
Conduct training on improved management strategies
Enhance existing communication methods and strategies
Implement regular internal feedback and review sessions
KRReduce employee turnover rate by 10%
Enhance workplace culture with team-building activities
Implement professional development programs for skill enhancement
Review and increase employee compensation and benefits
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
Staff 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 Staff Turnover OKR dashboards

OKRs without regular progress updates are just KPIs. You'll need to update progress on your OKRs every week to get the full 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 Staff Turnover OKR templates
We have more templates to help you draft your team goals and OKRs.
OKRs to maximize self-service options for private customers
OKRs to establish a high-performing social media team
OKRs to lead in healthcare e-learning with unmatched online enrollment
OKRs to enhance my critical thinking for improved decision making
OKRs to publish an engaging Android app and acquire monthly subscribers
OKRs to streamline efficiency and accuracy in the account department