6 customisable OKR examples for Employee Feedback

What are Employee Feedback 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 Feedback. 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 Feedback 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 Feedback OKRs examples

You'll find below a list of Objectives and Key Results templates for Employee Feedback. We also included strategic projects for each template to make it easier to understand the difference between key results and projects.

Hope you'll find this helpful!

1OKRs to implement a Continuous Peer and Upwards Feedback System

  • ObjectiveImplement a Continuous Peer and Upwards Feedback System
  • Key ResultTrain 90% of team members on providing effective upward feedback in six weeks
  • TaskDistribute educational materials for self-study
  • TaskSchedule individual coaching sessions where needed
  • TaskArrange training sessions on effective upward feedback techniques
  • Key ResultDesign and launch a transparent peer feedback mechanism within 4 weeks
  • TaskDevelop an easy-to-use feedback platform
  • TaskConduct initial testing and final launch of the system
  • TaskCraft a clear, understandable guideline for peer feedback
  • Key ResultAchieve a 70% response rate in the new feedback system by the end of the quarter
  • TaskImplement an attractive incentive system to engage participants
  • TaskSimplify the feedback process for faster completion
  • TaskConduct regular awareness campaigns about the feedback system

2OKRs to validate employee experience in a new tool

  • ObjectiveValidate employee experience in a new tool
  • Key ResultSurvey 80% of employees on their usage and feedback of the new tool
  • TaskDevelop a feedback survey on the tool's usage and effectiveness
  • TaskIdentify and list all employees who have used the new tool
  • TaskDistribute the survey and collect the responses from employees
  • Key ResultImplement 2 major suggestions from the feedback to improve the tool usability
  • TaskExecute the improvement plan and update the tool
  • TaskIdentify the top 2 major suggestions from user feedback
  • TaskDevelop a plan to incorporate these suggestions into the tool
  • Key ResultAchieve a 70% positive response rate for user experience on the tool
  • TaskInitiate a comprehensive user outreach campaign
  • TaskImprove tool functionality based on user feedback
  • TaskImplement regular user-friendly updates

3OKRs to establish a comprehensive new hire onboarding program

  • ObjectiveEstablish a comprehensive new hire onboarding program
  • Key ResultDevelop a clear, structured onboarding plan within the first 2 weeks
  • TaskOutline a schedule for training sessions, workshops, and meetings
  • TaskPrepare a comprehensive, easy-to-follow onboarding guide
  • TaskIdentify key roles, responsibilities, and systems new hires must understand
  • Key ResultAchieve 90% satisfaction rate on new hire feedback surveys about onboarding experience
  • TaskDevelop a detailed, comprehensive onboarding program with clear expectations
  • TaskCollect regular feedback from new hires and implement necessary adjustments
  • TaskProvide consistent mentorship and support for new employees during onboarding
  • Key ResultTrain 100% of HR team to effectively implement onboarding program
  • TaskChoose appropriate training resources or programs
  • TaskSchedule and oversee training sessions
  • TaskIdentify existing knowledge gaps in the HR team's onboarding skills

4OKRs to enhance training areas for improvement identification

  • ObjectiveEnhance training areas for improvement identification
  • Key ResultConduct a comprehensive review and analysis on identified areas for enhancements
  • TaskPerform an in-depth analysis based on the review
  • TaskIdentify areas that require improvement or enhancements
  • TaskCarry out detailed research for a comprehensive review
  • Key ResultCreate and implement detailed action plans for the top 2 areas requiring improvement
  • TaskBegin implementing both action plans
  • TaskIdentify top 2 areas needing most improvement
  • TaskDevelop detailed plans for each area
  • Key ResultIdentify and categorize at least 10 potential areas for improvements in current training
  • TaskCategorize findings into at least 10 improvement segments
  • TaskSurvey employees to identify dissatisfaction in current training areas
  • TaskAnalyze feedback for common themes and improvement areas

5OKRs to deliver high-quality, budget-friendly training programs

  • ObjectiveDeliver high-quality, budget-friendly training programs
  • Key ResultReduce the cost per trainee by 20% without compromising quality
  • TaskReduce unnecessary training material costs
  • TaskImplement efficient online training platforms
  • TaskUtilize in-house trainers instead of external
  • Key ResultAchieve 90% positive feedback score from trainee satisfaction surveys
  • TaskImprove training content based on previous feedback
  • TaskRegularly engage trainees for feedback
  • TaskProvide comprehensive after-training support
  • Key ResultDevelop and launch 2 new cost-efficient training modules by end of quarter
  • TaskInitiate the launch of the created modules
  • TaskDevelop two cost-effective training materials
  • TaskIdentify necessary components for cost-efficient training modules

6OKRs to improve employee feedback

  • ObjectiveScale our ability to gather feedback from the team
  • Key ResultSimplify the internal blogging process from 5 to 2 steps
  • Key ResultEstablish employee satisfaction score baseline with monthly
  • Key ResultHost 6 social or motivational events in line with employee selections

Employee Feedback 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 Feedback 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.

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 Feedback 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.

Create more examples in our app

You can use Tability to create OKRs with AI – and keep yourself accountable 👀

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