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4 OKR examples for Staff Turnover

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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.

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.

AI feedback for OKRs in Tability

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
  • TaskImplement changes based on survey feedback to improve satisfaction
  • TaskDraft intuitive and precise questions for the staff satisfaction survey
  • TaskDistribute the survey among staff members confidentially
  • KRImplement new retention strategy leading to less than 5% voluntary terminations
  • TaskConduct regular feedback and counseling sessions
  • TaskDefine clear expectations and work policies for all employees
  • TaskImplement a comprehensive employee recognition program
  • KREnsure at least 95% of employees attend skills enhancement sessions or trainings
  • TaskRegularly communicate the benefits of attending
  • TaskSchedule trainings at convenient times for employees
  • TaskDevelop 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%
  • TaskImplement employee engagement and team-building activities
  • TaskConduct regular surveys to understand employee concerns
  • TaskEnhance benefits packages and reward system
  • KRImplement a new employee retention program impacted employees rate positively by 85%
  • TaskImplement the program and measure success via employee feedback
  • TaskConduct surveys to understand current employee satisfaction and needs
  • TaskDesign a retention program based on survey results
  • KRImprove employee engagement scores by 30%
  • TaskImplement a consistent employee recognition program
  • TaskCreate open communication channels for feedback and suggestions
  • TaskInitiate 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%
  • TaskImprove communication transparency between management and staff
  • TaskOffer flexible work hours or remote work opportunities
  • TaskImplement regular feedback and recognition programs
  • KRAchieve 90% positive feedback on internal communication and management strategies
  • TaskConduct training on improved management strategies
  • TaskEnhance existing communication methods and strategies
  • TaskImplement regular internal feedback and review sessions
  • KRReduce employee turnover rate by 10%
  • TaskEnhance workplace culture with team-building activities
  • TaskImplement professional development programs for skill enhancement
  • TaskReview 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
  • TaskIntroduce flexible working hours for work-life balance
  • TaskImplement mandatory team-building activities to foster camaraderie
  • TaskUpgrade office equipment for a better work experience
  • KRImprove employee satisfaction score by 20% through engagement initiatives
  • TaskImplement weekly team-building activities and workshops
  • TaskConduct regular feedback and suggestion sessions
  • TaskEstablish an employee recognition and rewards system
  • KRImplement 2 employee-led initiatives to foster ownership and engagement
  • TaskLaunch two employee-led initiatives
  • TaskProvide training on leading and engagement strategies
  • TaskIdentify 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

AI feedback for OKRs in Tability

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:

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:

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.

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