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5 OKR examples for Employee Growth

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What are Employee Growth 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 Growth. 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.

How to write your own Employee Growth OKRs

1. Get tailored OKRs with an AI

You'll find some examples below, but it's likely that you have very specific needs that won't be covered.

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.

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

Watch the video below to see it in action 👇

Option 2. Optimise existing OKRs with Tability Feedback tool

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

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.

Option 3. Use the free OKR generator

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.

Employee Growth OKRs examples

We've added many examples of Employee Growth 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!

OKRs to foster a continuous learning and growth culture in our team

  • ObjectiveFoster a continuous learning and growth culture in our team
  • KRIncrease annual employee promotion rate by 25% through personal development plans
  • TaskDevelop individual growth plans for each employee
  • TaskInvolve employees in decision-making processes
  • TaskImplement regular skills development training
  • KRImplement monthly training sessions to increase team's skillset by 20%
  • TaskIdentify needed skills and relevant training programs
  • TaskMonitor and measure skill improvements post-training
  • TaskSchedule regular training sessions for team
  • KRIntroduce an e-learning platform and ensure 80% of the team are active users
  • TaskSelect an e-learning platform that reflects team's needs and preferences
  • TaskContinuously monitor and incentivize platform usage to reach 80% target
  • TaskImplement training sessions to familiarize the team with the platform

OKRs to drive tangible growth towards company's 2024 ambitions

  • ObjectiveDrive tangible growth towards company's 2024 ambitions
  • KRIncrease company revenue by 15% compared to previous quarter
  • TaskDevelop new marketing campaigns to attract customers
  • TaskImplement effective upselling strategies to boost sales
  • TaskOptimize pricing strategies for all products/services
  • KRInitiate three impactful growth strategies that will reach team adoption by 90%
  • TaskIdentify areas of high potential for growth in team processes
  • TaskImplement strategies and monitor team adoption rate
  • TaskDevelop impactful initiatives geared towards these growth areas
  • KRImprove employee engagement in growth pitching by 20% measured by increased participation
  • TaskLaunch internal competition on the best growth pitching strategies
  • TaskOrganize weekly brainstorming sessions for pitching ideas
  • TaskProvide growth pitching training to all employees

OKRs to cultivate a culture of growth and empowerment among our teams

  • ObjectiveCultivate a culture of growth and empowerment among our teams
  • KRLaunch 2 additional team member-led projects
  • TaskSchedule project kick-off meetings
  • TaskAssign project leads and communicate responsibilities
  • TaskIdentify resources needed for the projects
  • KRIncrease employee participation in decision-making processes by 30%
  • TaskImplement a system for weekly brainstorming sessions involving all employees
  • TaskProvide training sessions on decision-making strategies
  • TaskRoutinely encourage open, anonymous suggestions for improvements
  • KRRaise employee satisfaction score by 20% through empowerment initiatives
  • TaskEstablish regular training sessions to improve skills and self-sufficiency
  • TaskImplement a system for employees to provide feedback on company processes
  • TaskFoster a communal decision-making environment for project planning

OKRs to enhance professional growth through workshops and lunch & learn sessions

  • ObjectiveEnhance professional growth through workshops and lunch & learn sessions
  • KRApply learned concepts from sessions and workshops to improve daily work efficiency by 10%
  • TaskMeasure daily output to track efficiency improvements
  • TaskImplement newly acquired techniques into daily work routine
  • TaskSchedule regular reviews to refine and adjust new practices
  • KRAttend at least 2 workshops related to my field every month
  • TaskRegister for selected workshops
  • TaskExplore and list upcoming workshops in my field
  • TaskAttend and engage in the workshops
  • KRParticipate in every bi-weekly lunch and learn session offered in the organization
  • TaskActively engage in each session's discussions
  • TaskSchedule all bi-weekly lunch and learn sessions in your personal calendar
  • TaskPrioritize attendance, avoiding scheduling conflicts

OKRs to boost HR effectiveness in facilitating organization and people growth

  • ObjectiveBoost HR effectiveness in facilitating organization and people growth
  • KRIncrease employee retention rate by 20%
  • TaskEnhance company benefits and compensation packages
  • TaskImplement a comprehensive employee development and training program
  • TaskIncrease regular feedback and recognition sessions
  • KRDecrease average hiring process time by 15%
  • TaskEstablish a structured, efficient onboarding process
  • TaskStreamline interview scheduling with automated tools
  • TaskImplement standardised skill-based assessments
  • KRUpgrade leadership development programs benefiting 30% of employees
  • TaskSource and hire professional development consultants
  • TaskConduct survey to identify areas for leadership program improvement
  • TaskImplement program changes based on consultant feedback

Employee Growth 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 Growth 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:

We recommend using a spreadsheet for your first OKRs cycle. You'll need to get familiar with the scoring and tracking first. Then, you can scale your OKRs process by using a proper OKR-tracking tool for it.

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 Growth OKR templates

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

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