5 customisable OKR examples for Employee Engagement Coordinator
What are Employee Engagement Coordinator 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 Engagement Coordinator. 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 Engagement Coordinator 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.
Feel free to explore our tools:
- Use our free OKR generator
- Use Tability, a complete platform to set and track OKRs and initiatives, including a GPT-4 powered goal generator
Our customisable Employee Engagement Coordinator OKRs examples
You will find in the next section many different Employee Engagement Coordinator 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!
1. OKRs to enhance overall employee engagement across the organization
Enhance overall employee engagement across the organization
Increase survey response rates for engagement measures by 30%
Personalize survey invitation emails to increase interest
Implement incentives to motivate more survey participation
Simplify survey design for easier comprehension and completion
Achieve 15% uplift in off-duty voluntary corporate initiatives participation
Develop enticing incentives for participants in corporate initiatives
Organize engaging and accessible initiatives suitable for all staff
Promote off-duty voluntary initiatives through internal communication
Drive up positive responses to employee satisfaction items by 20%
Enhance communication channels for better transparency and understanding
Implement regular recognition and reward programs for staff achievements
Facilitate team building activities to improve team coherence
2. OKRs to cultivate an appealing, inclusive company culture
Cultivate an appealing, inclusive company culture
Decrease turnover rate by 15% through enhanced workplace conditions
Introduce flexible working hours for work-life balance
Implement mandatory team-building activities to foster camaraderie
Upgrade office equipment for a better work experience
Improve employee satisfaction score by 20% through engagement initiatives
Implement weekly team-building activities and workshops
Conduct regular feedback and suggestion sessions
Establish an employee recognition and rewards system
Implement 2 employee-led initiatives to foster ownership and engagement
Launch two employee-led initiatives
Provide training on leading and engagement strategies
Identify possible leaders interested in leading initiatives
3. OKRs to boost overall staff job satisfaction
Boost overall staff job satisfaction
Achieve 80% positive responses in the employee satisfaction survey
Implement suitable employee reward and recognition system
Improve internal communication and transparency among all levels
Regularly seek employee feedback to address their concerns
Reduce employee turnover rate by 20%
Increase employee compensation and benefits
Offer regular employee training and mentorship programs
Implement clear employee career progression paths
Elevate average score of internal professional development programs to 8/10
Incorporate interactive elements to engage attendees more effectively
Solicit feedback to identify areas for program improvement
Implement changes based on feedback to increase satisfaction
4. OKRs to enhance staff productivity in the hybrid work model
Enhance staff productivity in the hybrid work model
Conduct 5 training sessions on hybrid working best practices to enhance skills
Schedule and conduct 5 training sessions
Identify key points for hybrid working best practices training
Prepare comprehensive, engaging training content
Increase employee engagement levels by 15% through regular feedback and recognition programs
Establish a weekly employee recognition program
Implement a daily feedback routine for all team members
Monitor and evaluate engagement levels regularly
Implement performance tracking software to quantify productivity increase by 20%
Research and select suitable performance tracking software
Install and configure the software over company network
Train employees on software usage and productivity targets
5. OKRs to boost employee skills development by 20% with minimal budget
Boost employee skills development by 20% with minimal budget
Achieve 85% employee completion of online, self-guided courses
Implement regular email reminders for course completion
Establish incentives for employees who complete courses
Develop engaging, relevant content for online courses
Implement cost-effective, peer-led training programs for 75% of employees
Select a diverse group of employees to undergo leadership training
Assess current training programs and identify areas for peer-led instruction
Develop and launch peer-led training sessions for selected employees
Increase internal mentorship partnerships by 30% to promote skills transfer
Implement a promotional campaign for mentorship program
Establish incentives for participating in mentorship
Identify potential skilled mentors within the organization
Employee Engagement Coordinator 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 Insights Dashboard](https://tability-templates-v2.vercel.app/_next/static/media/tability-insights-board.e70f9466.png)
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 Insights Dashboard](https://tability-templates-v2.vercel.app/_next/static/media/checkins-graph.b2aec458.png)
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 Engagement Coordinator OKRs in a strategy map
The rules of OKRs are simple. Quarterly OKRs should be tracked weekly, and yearly OKRs should be tracked monthly. 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
Most teams should start with a spreadsheet if they're using OKRs for the first time. Then, once you get comfortable you can graduate to a proper OKRs-tracking tool.
![A strategy map in Tability](https://tability-templates-v2.vercel.app/_next/static/media/tability_strategy_map.2ad25843.png)
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 Engagement Coordinator OKR templates
We have more templates to help you draft your team goals and OKRs.
OKRs to drive Agile and Scrum adoption across teams
OKRs to boost average adherence and attendance to 98%
OKRs to achieve full productivity as a General Accountant
OKRs to reduce operational cost in the Network Operations Center
OKRs to secure a leadership role within the company
OKRs to construct an interactive dashboard in Tableau
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
Create more examples in our app
You can use Tability to create OKRs with AI – and keep yourself accountable 👀
Tability is a unique goal-tracking platform built to save hours at work and help teams stay on top of their goals.
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