5 customisable OKR examples for Employee Compensation

What are Employee Compensation 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 understand that setting OKRs can be challenging, so we have prepared a set of examples tailored for Employee Compensation. Take a peek at the templates below to find inspiration and kickstart your goal-setting process.

If you want to learn more about the framework, you can read our OKR guide online.

Building your own Employee Compensation OKRs with AI

While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI generator below or our more complete goal-setting system to generate your own OKRs.

Our customisable Employee Compensation OKRs examples

We've added many examples of Employee Compensation Objectives and Key Results, but we did not stop there. Understanding the difference between OKRs and projects is important, so we also added examples of strategic initiatives that relate to the OKRs.

Hope you'll find this helpful!

1. OKRs to enhance employee satisfaction through competitive compensation and benefits

2. OKRs to drive employee engagement through effective Compensation & Benefits strategies

3. OKRs to enhance competitiveness in compensation and benefits program

4. OKRs to develop a superior compensation and benefits package within budget constraints

5. OKRs to enhance employee satisfaction with total remuneration

Employee Compensation OKR best practices to boost success

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.

Tability's audit dashboard will highlight opportunities to improve OKRs

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.

Tability's check-ins will save you hours and increase transparency

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.

How to turn your Employee Compensation OKRs in a strategy map

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 a proper OKR platform to make things easier.

Tability's Strategy Map makes it easy to see all your org's OKRs

If you're not yet set on a tool, you can check out the 5 best OKR tracking templates guide to find the best way to monitor progress during the quarter.

More Employee Compensation OKR templates

We have more templates to help you draft your team goals and OKRs.

• OKRs to enhance global issue feedback classification accuracy and coverage
  feedback-classificationmachine-learning-modeldata-analystmachine-learning-engineerdata-analysis-teammachine-learning-team
• OKRs to foster open communication and continual improvement within the team
  open-communicationcontinuous-improvementteam-leaderteam-memberproject-teamfeedback-team
• OKRs to increase accuracy of hiring needs analysis for optimal requirement forecasting
  hiring-needs-analysispredictive-analytics-toolshiring-analystdata-analysthiring-teamdata-analysis-team
• OKRs to secure the top position as Europe's preferred functional oat drink brand
  aggressive-marketingretail-distributionsales-teampr-agencyadvertising-teamlogistics-management-team
• OKRs to maximize efficiency of the sales operations department
  sales-efficiencycross-sellingsales-operations-managermarketing-specialistsales-teammarketing-team
• OKRs to enhance leadership abilities for a novice team lead
  leadership-enhancementproject-executionnovice-team-leadleadership-training-coachproject-management-teamleadership-training-team

OKRs resources

Here are a list of resources to help you adopt the Objectives and Key Results framework.

• To learn: What is the meaning of OKRs
• Blog posts: ODT Blog
• Success metrics: KPIs examples