Tability is a cheatcode for goal-driven teams. Set perfect OKRs with AI, stay focused on the work that matters.
What are Corporate Culture 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.
Writing good OKRs can be hard, especially if it's your first time doing it. You'll need to center the focus of your plans around outcomes instead of projects.
We have curated a selection of OKR examples specifically for Corporate Culture to assist you. Feel free to explore the templates below for inspiration in setting your own goals.
If you want to learn more about the framework, you can read our OKR guide online.
The best tools for writing perfect Corporate Culture 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.
Corporate Culture OKRs examples
You will find in the next section many different Corporate Culture Objectives and Key Results. We've included strategic initiatives in our templates to give you a better idea of the different between the key results (how we measure progress), and the initiatives (what we do to achieve the results).
Hope you'll find this helpful!
OKRs to boost employees' understanding of corporate culture and core values
ObjectiveBoost employees' understanding of corporate culture and core values
KRConduct three engaging workshops on firm's culture and values
Organize appropriate logistics and facilities for the workshops
Develop comprehensive, engaging content for each workshop
Choose relevant subjects pertaining to firm's culture and values
KRImplement a quarterly recognition program based on core values engagement
Develop criteria for recognising value engagement
Create a reward distribution plan for recognised employees
Identify and define company's core values clearly
KRMeasure a 15% increase in correct answers on our cultural awareness quiz
Evaluate and compare new quiz results
Implement cultural awareness training sessions
Establish baseline data from current quiz results
OKRs to enhance awareness and understanding of our company culture
ObjectiveEnhance awareness and understanding of our company culture
KRIncrease 20% participation in company culture surveys compared to last survey cycle
Utilize team leads to encourage survey participation
Develop engaging, brief content for the upcoming culture survey
Reward survey participation with minor company incentives
KRConduct 3 interactive workshops about company culture and values for all departments
Prepare and distribute interactive workshop materials
Identify topic specifics and outline the workshop structure
Schedule workshop sessions for different departments
KRImplement a monthly newsletter sharing company culture highlights, reaching all employees
Design the template for the company culture newsletter
Set up a distribution system to all employees
Identify key cultural events and high points for the newsletter
OKRs to enhance corporate effectiveness, culture, and performance
ObjectiveEnhance corporate effectiveness, culture, and performance
KRIncrease employee engagement scores by 15%
Implement regular team-building exercises and activities
Provide consistent and constructive feedback to employees
Increase recognition and reward for exceptional work
KRAchieve 10% improvement in overall performance metrics
Develop and implement effective strategies to boost performance
Monitor, evaluate, and adjust strategies regularly for optimal results
Identify key areas needing improvement through detailed performance analysis
KRImplement 2 new operational efficiency measures
Implement and monitor these new efficiency measures
Identify areas in current operations needing efficiency improvement
Develop two new efficiency measures addressing identified areas
Corporate Culture 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 OKR dashboards

Quarterly OKRs should have weekly updates to get all the 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 Corporate Culture OKR templates
We have more templates to help you draft your team goals and OKRs.
OKRs to establish a well-loved motorcycle riders' clothing brand
OKRs to implement efficient test automation processes
OKRs to launch the mobile app for health professionals successfully
OKRs to create globally acclaimed cinematic masterpiece
OKRs to drive subscription renewal rates to 60%
OKRs to boost overall employee happiness levels