OKRs Examples

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People & Culture

OKRs for HR, People & Culture Teams

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.

Scenario

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 People & Culture OKRs

Objective

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

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Objective

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

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Objective

Bring a fantastic performance management system

Key result

Ensure 75% positive reviews of performance management systems

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How to track your People & Culture or HR OKRs?

A common mistake when tracking OKRs is to use a spreadsheet. They’re flexible, but you’ll lack the ability to see trends and it’ll quickly become hard to manage for your team.

Instead you can use Tability to simplify the tracking of your OKRs–and as a bonus, you’ll find dozens of templates ready to go in the app.

What other People & Culture or 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.

Headcount

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.

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?