Tability is a cheatcode for goal-driven teams. Set perfect OKRs with AI, stay focused on the work that matters.
What are 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 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 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.
Culture OKRs examples
You will find in the next section many different 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 cultivate a resilient and enduring organizational culture
ObjectiveCultivate a resilient and enduring organizational culture
KRTrain 75% of employees in new cultural practices
Monitor and record employees' training progress
Schedule training sessions for all employees
Identify the specific cultural practices for training
KRAchieve 90% positive responses in culture satisfaction survey
Promote a work environment that values feedback and improvements
Establish open and transparent communication channels organization-wide
Implement regular team building activities to foster cohesion
KRIntroduce two timeless cultural practices by quarter end
Research various timeless cultural practices globally
Choose two practices appealing to our audience
Plan and host virtual presentations introducing each practice
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 instill a high-performance culture in Finance Operations
ObjectiveInstill a high-performance culture in Finance Operations
KRElevate employee job satisfaction rate to 90% via targeted development programs
Initiate regular feedback sessions to identify employee issues and concerns
Implement rewards and recognition system to acknowledge outstanding performance
Develop tailored training programs focusing on employee skill enhancement
KRReduce financial reporting errors by 15% to ensure accuracy
Provide staff with additional training on financial reporting
Adopt automated financial reporting software to minimize manual errors
Implement a double-checking system for all financial reports
KRIncrease department's monthly revenue by 10% through process efficiencies
Identify and eliminate unnecessary processes in the workflow
Train staff on new, streamlined procedures
Implement more efficient, cost-saving technology
OKRs to foster a comprehensive feedback culture
ObjectiveFoster a comprehensive feedback culture
KRDecrease negative feedback issues by 30% through improvement interventions
Develop and implement a comprehensive customer service training program
Regularly analyze customer satisfaction surveys for improvement areas
Revise and optimize internal processes associated with customer complaints
KROrganize four constructive feedback workshops for all staff members
Outline the key goals and topics for each feedback workshop
Arrange for appropriate facilities and equipment to host workshops
Send invites and workshop agenda to all staff members
KRImplement confidential weekly team feedback surveys increasing participation by 60%
OKRs to establish robust safety culture in new manufacturing facility
ObjectiveEstablish robust safety culture in new manufacturing facility
KRAchieve zero workplace accidents and incidents
Implement a comprehensive staff safety training program
Establish and enforce strict safety protocols
Regularly inspect and maintain workplace equipment
KRImplement 5 safety policies & conduct biweekly safety drills
Draft a list of 5 comprehensive safety policies
Schedule and perform bi-weekly safety drills
Introduce and explain these policies to all staff
KRTrain 100% of workforce on core safety practices and protocols
Implement mandatory safety training for all staff
Develop comprehensive safety training program
Identify essential safety practices for all roles
OKRs to drive Agile Culture and Continuous Improvement
ObjectiveDrive Agile Culture and Continuous Improvement
KRIncrease employee engagement by 15% through the use of feedback loops and open communication channels
KRIncrease team agility by implementing Scrum methodology and conducting regular retrospectives
Train team members on Scrum principles and methodology through workshops and coaching sessions
Adapt sprint planning sessions to prioritize tasks and assign them according to team members' strengths
Implement Scrum artifacts like backlog, user stories, and Sprint boards to enhance team agility
Conduct weekly retrospectives to reflect on previous sprints and identify areas of improvement
KRImplement an employee recognition program to encourage and reward continuous improvement efforts
KRAchieve a 20% decrease in time-to-market for new product releases through streamlined processes
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 strengthen and foster an agile culture within the team and organization
ObjectiveStrengthen and foster an agile culture within the team and organization
KRProvide agile training to 100% of team members by the end of the quarter
Monitor attendance and progress throughout training
Schedule training sessions for all team members
Identify appropriate agile training programs for the team
KRImplement two new agile practices in at least three project workflows
Train teams on the chosen agile practices
Select two agile practices to implement
Identify three project workflows to improve with agile practices
KRAchieve a 15% increase in project completion rate through adopting agile methods
Monitor and adjust agile strategies regularly
Train staff on agile principles and techniques
Implement agile project management methodologies into existing processes
OKRs to build a thriving culture defined by kindness within the team
ObjectiveBuild a thriving culture defined by kindness within the team
KRConduct fortnightly workshops on the importance and implementation of kindness at work
Arrange guest speakers knowledgeable about workplace kindness
Schedule and announce regular workshops
Create engaging, informative workshop content
KRReduce workplace conflicts by at least 30% as a result of the cultivated culture
Promote open and respectful communication channels
Implement and prioritize regular team-building exercises
Provide consistent training on conflict resolution
KRIntegrate a peer-to-peer recognition system aimed at acknowledging acts of kindness
Develop criteria for acknowledging acts of kindness
Implement chosen recognition system within the team
Research various peer-to-peer recognition system platforms
OKRs to cultivate an autonomous, entrepreneurial culture with quick decision-making
ObjectiveCultivate an autonomous, entrepreneurial culture with quick decision-making
KRLaunch a mentorship program with 5 internal entrepreneurs and engage 30% of employees
Identify and select five internal entrepreneurs for mentorship roles
Promote the program to achieve 30% employee engagement
Develop a comprehensive mentorship program structure
KRTrain 80% of team members in decision-making models by end of next quarter
Monitor and report progress regularly
Identify existing team members not yet trained in decision-making models
Schedule suitable training sessions for these members
KRImplement a system for tracking individual initiatives and achieving 75% utilization
Measure and attain 75% system utilization
Establish a robust initiative tracking system
Train staff on system utilization
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 Culture 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 Culture OKR templates
We have more templates to help you draft your team goals and OKRs.
OKRs to implement robust HIT training program for tutors
OKRs to improve employee development and training programs
OKRs to establish a successful AI affiliate business
OKRs to validate problem-solution fit for our new mobile application
OKRs to boost community membership and customer conversion
OKRs to enhance the quality and regulatory compliance of debt collection practices