OKR Examples


People & Culture

OKRs for
People & Culture Teams

Key Questions


Do we need to recruit specific roles?


Is the recruitment process good enough?


Are employees generally happy with their work environment?


Do people have the right kind of support?

Human Resources has been going through some changes to expand into team culture and happiness. The focus stays the same though: building a great team and creating an environment where folks can do their best work.

OKRs will help new People & Culture teams to set their priorities and keep track of progress every quarter.

Example of People & Culture OKRs

You'll find below an example built around a fictitious company. Your OKRs should move from quarter to quarter and map to your company's reality – that's why we thought it's best to illustrate things as a case study that you can take inspiration from.


Askawoof is a startup building a platform to help companies run customer satisfaction surveys. They recently doubled the size of the team, and they need new ways to gather employee feedback and make sure that everyone is happy.

Their OKRs


Scale our ability to gather feedback from the team

Key result

Simplify the internal blogging process from 5 to 2 steps

Key result

Host 6 social or motivational events in line with employee selections

Key result

Establish employee satisfaction score baseline with monthly


Strengthen gratification of employee benefits

Key result

Roll-out benefits above industry standards (0-100%)

Key result

Improve score from 6 to 8 for the 'employee benefits' section on satisfaction surveys


Bring a fantastic performance management system

Key result

Ensure 75% positive reviews of performance management systems

Best practices for tracking OKRs

#1 Make it part of the team rituals

OKRs won't be of much help if you're not keeping an eye on them. Staying focused and aligned starts by adopting a simple routine with the team.

  • Monday: review progress on OKRs as a team, then look at your roadmap.
  • Monday-Friday: work on projects.
  • Friday: demos.

Start your Monday by looking at outcomes first (OKRs) and then outputs (roadmap). This will make sure that roadmaps discussions are centered around the most pressing issues.

#2 Make sure everyone can see trends

A common mistake for tracking OKRs is to use a table where you replace values in cells with the most recent update.

Not seeing trends can give you a false sense of security. You may be above the target line today, but the overall trend might be going the wrong way. So make sure that you have a simple way to understand if you're getting off track.

A simple progress chart can do wonders to help you understand if you're getting off track.

#3 Automate your OKRs process

OKRs will most likely cause friction as you expand their use within your organization:

  • Team leads have to send reminders every week.
  • People have to scramble through spreadsheets to find their goals.
  • Reports need to be handcrafted for leadership.
  • There's a general lack of consistency in implementation.

You can greatly simplify things by adopting a platform like Tability that will automate most of the OKRs tracking and make progress easy to see.

Tability can help you automate OKRs
Turning OKRs into a collaboration process with Tability

What other People & Culture/HR metrics can you use?

If you’re looking for some inspiration, here are some example of metrics that can be relevant for your Key Results.


How many employees does the company have?

Time to Hire

How long does it take to fulfill a position?

Acceptance rate

What's the percentage of offers that are accepted?

Employee satisfaction score

Are people happy to be working here?

Turnover rate

What's the percentage of employees that have left the organization in a given period?

Retention rate

The opposite of turnover. What's the percentage of employees that stayed with the company in a given time period?

Revenue per Employee

The ratio between company revenue and number of employees.

Training Expenses per Employee

How much is spent on personal development and training per Employee.