5 customisable OKR examples for Employee Productivity

What are Employee Productivity 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 Productivity. 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 Productivity 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 Productivity OKRs examples

We've added many examples of Employee Productivity 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!

1. OKR to enhance staff productivity in the hybrid work model

  • ObjectiveEnhance staff productivity in the hybrid work model
  • Key ResultConduct 5 training sessions on hybrid working best practices to enhance skills
  • TaskSchedule and conduct 5 training sessions
  • TaskIdentify key points for hybrid working best practices training
  • TaskPrepare comprehensive, engaging training content
  • Key ResultIncrease employee engagement levels by 15% through regular feedback and recognition programs
  • TaskEstablish a weekly employee recognition program
  • TaskImplement a daily feedback routine for all team members
  • TaskMonitor and evaluate engagement levels regularly
  • Key ResultImplement performance tracking software to quantify productivity increase by 20%
  • TaskResearch and select suitable performance tracking software
  • TaskInstall and configure the software over company network
  • TaskTrain employees on software usage and productivity targets

2. OKR to increase job productivity through effective goal setting and time management

  • ObjectiveIncrease job productivity through effective goal setting and time management
  • Key ResultReceive positive feedback from supervisor on improved productivity
  • TaskImplement strategies or tools to enhance work efficiency
  • TaskRequest regular performance reviews from supervisor
  • TaskIdentify areas for productivity improvements during your work day
  • Key ResultAttend time management training and implement strategies
  • TaskApply learned strategies in daily work routine
  • TaskEnroll in a time management training course
  • TaskContinually assess and adjust strategies for effectiveness
  • Key ResultAchieve 95% completion rate of weekly tasks
  • TaskPrioritize tasks based on urgency and importance at the start of the week
  • TaskRegularly track task progress throughout the week and adjust plans accordingly
  • TaskAllocate specific time frames to each task for focused work sessions

3. OKR to maximize team efficiency to achieve 80,000 hours of work

  • ObjectiveMaximize team efficiency to achieve 80,000 hours of work
  • Key ResultImplementation of productivity-enhancing tools to reduce idle time by 15%
  • TaskImplement chosen tools across relevant departments
  • TaskResearch and select potential productivity-enhancing tools
  • TaskContinuously review and monitor tool usage and efficiency
  • Key ResultIncrease average weekly work hours by 10%
  • TaskEncourage staff to take fewer, shorter breaks
  • TaskEvaluate and adjust employee scheduling for increased efficiency
  • TaskImplement mandatory, productive overtime procedures
  • Key ResultTrain team on time management skills to improve work speed by 20%
  • TaskSchedule training sessions for all team members
  • TaskIdentify a comprehensive time management training program
  • TaskMonitor productivity to measure impact of training

4. OKR to boost the billability rate of employees to 95%

  • ObjectiveBoost the billability rate of employees to 95%
  • Key ResultImplement a time-tracking software to reduce unproductive time by 15%
  • TaskTrain all employees on how to use this software
  • TaskResearch and select a suitable time-tracking software
  • TaskMonitor and evaluate the software's effectiveness regularly
  • Key ResultReduce non-billable task assignments by 20% through efficient delegation strategy
  • TaskImplement a strict task monitoring system
  • TaskTrain staff on effective task delegation strategies
  • TaskAnalyze current delegation methods for efficiency problems
  • Key ResultProvide productivity boosting training to achieve at least 10% more billable hours
  • TaskMonitor and measure training effectiveness
  • TaskIdentify relevant productivity boosting training programs
  • TaskAllocate resources and schedule training for team

5. OKR to transform the pre-start employee journey after offer acceptance

  • ObjectiveTransform the pre-start employee journey after offer acceptance
  • Key ResultDesign and implement a new digital onboarding platform for 90% user satisfaction
  • TaskDevelop a user-friendly and interactive design for platform
  • TaskConduct regular user satisfaction surveys and adjust accordingly
  • TaskIdentify user requirements and expectations for the onboarding platform
  • Key ResultAchieve a 30% reduction in time-to-productivity for new hires
  • TaskProvide industry-specific training immediately
  • TaskAssign new hires a mentor for guidance
  • TaskImplement a comprehensive, streamlined onboarding process
  • Key ResultReduce open query rates by 70% through proactive communication
  • TaskImplement an automated response system for instant replies
  • TaskDevelop an FAQ section addressing common queries
  • TaskImplement a routine for regular client updates on query status

Best practices for managing your Employee Productivity OKRs

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 the weekly 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.

Best way to track your Employee Productivity OKRs

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

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 Productivity 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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