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10 OKR examples for Employee Engagement Manager

What are Employee Engagement Manager 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 Manager. 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 Manager OKRs with AI

How to create great OKRs for any scenario in seconds

While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here.

You can use Tability's AI generator to create tailored OKRs based on your specific context. Tability can turn your objective description into a fully editable OKR template -- including tips to help you refine your goals.

  • 1. Go to Tability's plan editor
  • 2. Click on the "Generate goals using AI" button
  • 3. Use natural language to describe your goals

Tability will then use your prompt to generate a fully editable OKR template.

How to improve existing OKRs with AI feedback

If you already have existing goals, and you want to improve them. You can use Tability's AI feedback to help you.

  • 1. Go to Tability's plan editor
  • 2. Add your existing OKRs (you can import them from a spreadsheet)
  • 3. Click on "Generate analysis"
AI feedback for OKRs in TabilityTability's Strategy Map makes it easy to see all your org's OKRs

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.

You can then decide to accept the suggestions or dismiss them if you don't agree.

Using the free OKR generator to get a quick template

If you're just looking for some quick inspiration, you can also use our free OKR generator to get a template.

Unlike with Tability, you won't be able to iterate on the templates, but this is still a great way to get started.

Our Employee Engagement Manager OKRs examples

We've added many examples of Employee Engagement Manager 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!

1OKRs to enhance employee dedication via communication optimization

  • ObjectiveEnhance employee dedication via communication optimization
  • KRReduce communication gap by achieving 85% timely response rate on internal chat platform
  • TaskImplement automatic reminders for unanswered chats every two hours
  • TaskTrain employees on the importance of timely responses
  • TaskMonitor response rates weekly and address lapses
  • KRImplement bi-weekly team meetings to increase interaction by 60%
  • TaskTrack and measure meeting interaction increase
  • TaskEstablish a bi-weekly team meeting schedule
  • TaskPrepare relevant discussion points to stimulate interaction
  • KRAccomplish 90% positive feedback on anonymous communication satisfaction survey
Tability

2OKRs to enhance overall employee engagement across the organization

  • ObjectiveEnhance overall employee engagement across the organization
  • KRIncrease survey response rates for engagement measures by 30%
  • TaskPersonalize survey invitation emails to increase interest
  • TaskImplement incentives to motivate more survey participation
  • TaskSimplify survey design for easier comprehension and completion
  • KRAchieve 15% uplift in off-duty voluntary corporate initiatives participation
  • TaskDevelop enticing incentives for participants in corporate initiatives
  • TaskOrganize engaging and accessible initiatives suitable for all staff
  • TaskPromote off-duty voluntary initiatives through internal communication
  • KRDrive up positive responses to employee satisfaction items by 20%
  • TaskEnhance communication channels for better transparency and understanding
  • TaskImplement regular recognition and reward programs for staff achievements
  • TaskFacilitate team building activities to improve team coherence

3OKRs to transform company with lean and agile focus

  • ObjectiveTransform company with lean and agile focus
  • KRIncrease customer satisfaction by delivering products and services faster through agile development
  • TaskConduct regular customer satisfaction surveys to collect feedback and identify areas for improvement
  • TaskSet achievable and aggressive timelines for each project to ensure faster product and service delivery
  • TaskImplement agile development process to streamline product and service delivery workflows
  • TaskInvest in employee training and development to enhance skills and productivity in agile development
  • KRIncrease employee engagement by implementing lean and agile practices for better collaboration
  • TaskEstablish cross-functional teams to encourage collaboration and knowledge sharing among employees
  • TaskConduct training sessions on lean and agile practices for all employees
  • TaskImplement regular feedback loops and communication channels to foster open dialogues between employees and management
  • TaskRecognize and reward employees who actively participate in lean and agile practices
  • KRReduce operational waste by implementing lean principles and achieving measurable efficiency improvements
  • TaskMonitor progress regularly through key performance indicators and adjust strategies as needed
  • TaskConduct a waste assessment to identify areas with potential for improvement
  • TaskStreamline processes by eliminating non-value added activities and optimizing workflows
  • TaskDevelop a lean implementation plan with clear goals, roles, and responsibilities
  • KRImprove team performance by conducting regular agile training and implementing continuous improvement practices
  • TaskDevelop and implement strategies for continuous improvement based on analysis results
  • TaskImplement a system for gathering feedback and suggestions from team members
  • TaskAnalyze team performance data and identify areas for improvement
  • TaskSchedule regular agile training sessions for the team

4OKRs to boost labor retention through strategic implementations

  • ObjectiveBoost labor retention through strategic implementations
  • KRImplement 2 new retention initiatives enriching employees' work-life balance by quarter-end
  • TaskFormulate a detailed plan for implementing chosen initiatives
  • TaskExecute and roll out the initiatives firm-wide
  • TaskIdentify potential retention initiatives improving work-life balance
  • KRIncrease employee satisfaction score to over 80% with enhanced welfare programs
  • TaskImplement and communicate new welfare programs to all employees
  • TaskDevelop enhanced welfare programs based on feedback received
  • TaskIdentify current welfare programs' issues through direct employee feedback
  • KRDecrease employee turnover rate by 10% through effective engagement strategies
  • TaskInstitute a system for employee feedback and recognition
  • TaskImplement regular team-building activities
  • TaskEstablish effective communication and transparency protocols

5OKRs to boost our company's corporate social responsibility (CSR) involvement and visibility

  • ObjectiveBoost our company's corporate social responsibility (CSR) involvement and visibility
  • KRIncrease the number of CSR projects by 20%
  • TaskGet executive approval for CSR expansion
  • TaskAllocate resources to support an increased CSR project
  • TaskIdentify potential partners and causes for new CSR projects
  • KRInvolve 70% of staff in volunteering activities related to CSR
  • TaskSet up regular volunteer opportunities with local charities
  • TaskPublicize volunteering events through internal communication channels
  • TaskIdentify interests of staff for suitable CSR activities
  • KRDecrease carbon footprint by 15% through energy-efficient initiatives
  • TaskInstall energy-efficient appliances and lighting
  • TaskEstablish company-wide recycling program
  • TaskImplement solar panels to generate renewable power

6OKRs to improve employee engagement by increasing satisfaction by 10%

  • ObjectiveBoost employee engagement satisfaction
  • KRConduct pulse surveys and achieve a response rate of 80%
  • KRHost monthly team-building activities with 75% participation rate
  • KRIncrease quarterly recognition awards by 20%
  • KRIdentify top 3 areas for improvement through survey results and implement action plans

7OKRs to boost internal outreach and enhance brand recognition

  • ObjectiveBoost internal outreach and enhance brand recognition
  • KRAchieve a 30% increase in employee engagement in company wide initiatives
  • TaskCreate engaging, inclusive intra-office communication channels
  • TaskImplement regular employee feedback sessions on company initiatives
  • TaskRecognize and reward active employee participation in initiatives
  • KRGain 20% more followers on all company social media platforms
  • TaskCreate engaging and shareable content consistently
  • TaskFoster collaboration with relevant influencers
  • TaskImplement targeted ad campaigns on each platform
  • KRExecute 2 brand promotional activities leading to 40% increase in brand awareness
  • TaskImplement, measure, and adjust the promotional strategies
  • TaskIdentify relevant platforms for brand promotion activities
  • TaskPlan and develop engaging promotional content

8OKRs to minimize employee turnover in the organization

  • ObjectiveMinimize employee turnover in the organization
  • KRReduce company-wide voluntary turnover rate by 10%
  • TaskImplement a comprehensive employee engagement and satisfaction program
  • TaskImprove compensation and benefits program based on industry standards
  • TaskConduct exit interviews to understand reasons for leaving
  • KRImplement an initiative to improve employee satisfaction, achieving 85% positive feedback
  • TaskConduct a survey to identify current employee satisfaction levels
  • TaskDevelop and implement strategies to address identified dissatisfaction areas
  • TaskRegularly monitor and adjust strategies based on employee feedback
  • KRIncrease average employee tenure by 15% through career development initiatives
  • TaskDesign a comprehensive career development program for all employees
  • TaskImplement regular mentoring and coaching sessions
  • TaskEncourage employees to attend professional development workshops
Tability

9OKRs to foster a motivational and engaging work environment

  • ObjectiveFoster a motivational and engaging work environment
  • KREnhance internal communication channels improving employee satisfaction ratings by 25%
  • TaskConduct satisfaction surveys to identify improvement areas
  • TaskCreate an internal communication platform for real-time updates
  • TaskImplement weekly team meetings to engage open communication
  • KRImplement a recognition scheme, appreciating 100% exceptional employee contributions
  • TaskCommunicate the scheme to all employees
  • TaskDevelop a structure for the recognition scheme
  • TaskDraft criteria for identifying exceptional employee contributions
  • KRConduct bi-weekly innovative team-building activities to boost morale by 30%

10OKRs to enhance corporate effectiveness, culture, and performance

  • ObjectiveEnhance corporate effectiveness, culture, and performance
  • KRIncrease employee engagement scores by 15%
  • TaskImplement regular team-building exercises and activities
  • TaskProvide consistent and constructive feedback to employees
  • TaskIncrease recognition and reward for exceptional work
  • KRAchieve 10% improvement in overall performance metrics
  • TaskDevelop and implement effective strategies to boost performance
  • TaskMonitor, evaluate, and adjust strategies regularly for optimal results
  • TaskIdentify key areas needing improvement through detailed performance analysis
  • KRImplement 2 new operational efficiency measures
  • TaskImplement and monitor these new efficiency measures
  • TaskIdentify areas in current operations needing efficiency improvement
  • TaskDevelop two new efficiency measures addressing identified areas

Employee Engagement Manager 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.

How to track your Employee Engagement Manager OKRs

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

Spreadsheets are enough to get started. Then, once you need to scale you can use a proper OKR platform to make things easier.

A strategy map in TabilityTability'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 Engagement Manager OKR templates

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