4 customisable OKR examples for Employee Engagement Specialist

What are Employee Engagement Specialist 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 Specialist. 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 Specialist 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:

Our customisable Employee Engagement Specialist OKRs examples

We've added many examples of Employee Engagement Specialist 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 improve employee engagement in OKR setting process

  • ObjectiveImprove employee engagement in OKR setting process
  • Key ResultConduct at least 2 interactive workshops on OKR understanding and significance
  • TaskIdentify suitable speakers/experts for OKR workshops
  • TaskDevelop workshop content based on OKR principles
  • TaskPlan and schedule two interactive OKR workshops
  • Key ResultSurvey employees to improve OKR process, aiming for 20% more positive feedback
  • TaskDistribute the survey to all employees via email
  • TaskAnalyze responses and implement changes based on feedback
  • TaskDesign an anonymous survey focused on OKR process improvement
  • Key ResultIncrease employee participation in OKR setting by 30% through incentivizing contribution
  • TaskImplement an incentive program for employees contributing to OKR setting
  • TaskIncrease communication about the significance of employees' role in OKR setting
  • TaskProvide training sessions on the benefits of OKR participation

2OKRs to foster a motivational and engaging work environment

  • ObjectiveFoster a motivational and engaging work environment
  • Key ResultEnhance 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
  • Key ResultImplement 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
  • Key ResultConduct bi-weekly innovative team-building activities to boost morale by 30%

3OKRs to boost employee retention across all departments

  • ObjectiveBoost employee retention across all departments
  • Key ResultImplement two new benefits or recognition programs based on employee feedback
  • TaskAnalyze survey results and design two new programs
  • TaskSurvey employees to gather feedback on potential benefits programs
  • TaskLaunch and communicate new programs to all employees
  • Key ResultIncrease participation in employee engagement activities by 15%
  • TaskImplement regular communication about upcoming engagement activities
  • TaskDevelop incentive programs to reward participation
  • TaskSimplify sign-up processes for engagement activities
  • Key ResultDecrease employee turnover rate by 10%
  • TaskImplement comprehensive employee training programs
  • TaskDevelop competitive benefits and compensation packages
  • TaskEstablish effective communication and feedback system

4OKRs to enhance the employee adaptation process for better integration

  • ObjectiveEnhance the employee adaptation process for better integration
  • Key ResultImplement a new orientation program for 80% of newly hired employees
  • TaskDevelop metric tools to track program participation and effectiveness
  • TaskAssign a team to implement and oversee the new orientation program
  • TaskDesign an effective, comprehensive orientation structure for new hires
  • Key ResultIncrease employee engagement score by 25% after 3 months of employment
  • TaskConduct consistent one-on-one check-ins with each employee
  • TaskImplement regular team-building activities
  • TaskUse recognition programs to reward outstanding work
  • Key ResultDecrease average time to full productivity for new hires by 20%
  • TaskInclude performance tracking in the first week
  • TaskProvide mentorship programs for quicker skill acquisition
  • TaskImplement an intensive, streamlined onboarding program

Employee Engagement Specialist 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 DashboardTability'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 Insights DashboardTability'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 Engagement Specialist OKRs in a strategy map

OKRs without regular progress updates are just KPIs. You'll need to update progress on your OKRs every week to get the full 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

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 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 Specialist OKR templates

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

OKRs resources

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

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