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.

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?

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 OKRs?

There are many options available out there but we're generally seeing 2 categories of products emerging.

For teams getting started: Spreadsheets

Spreadsheets are a great way to get started with OKRs. They're flexible and familiar, and they reduce the amount of learning when you're still getting comfortable with the Objectives and Key Results process.

But, you'll probably start to feel some friction as adoption grows. The lack of check-ins workflows and trends makes it hard for spreadsheet to be a long-term solution for OKRs.

For seasoned OKRs team: OKRs-tracking software

If you're looking to simplify your OKRs process, then a dedicated goal-tracking platform is best to keep track of your OKRs at scale.

A platform like Tability will automate the check-ins reminders, provide progress charts and dashboards out of the box, and make the whole experience more collaborative.

Focus tip:

Frequent check-ins are the key to staying on track with your OKRs. Checking progress early and often will tell you what you should and shouldn't focus on. Make check-ins a part of your weekly ritual with Tability →

What other People & Culture 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.

Stop wasting your OKRs. Focus on the right work and accomplish your goals.

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