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10 OKR examples for Employee Retention

What are Employee Retention 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 Retention. 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 Retention 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 Retention OKRs examples

We've added many examples of Employee Retention 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 boost employee retention across all departments

  • ObjectiveBoost employee retention across all departments
  • KRImplement 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
  • KRIncrease 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
  • KRDecrease employee turnover rate by 10%
  • TaskImplement comprehensive employee training programs
  • TaskDevelop competitive benefits and compensation packages
  • TaskEstablish effective communication and feedback system
Tability

2OKRs to improve Employee Retention

  • ObjectiveImprove Employee Retention
  • KRImplement a professional development program and have 80% of employees participate
  • TaskDesign and deliver engaging training sessions that align with employees' needs and goals
  • TaskEstablish a tracking system to monitor employees' participation and measure the program's effectiveness
  • TaskConduct a needs assessment to identify specific professional development opportunities
  • TaskCreate a structured mentorship program to support employees' professional growth and knowledge sharing
  • KRConduct exit interviews with departing employees and identify recurring themes for improvement
  • TaskAsk open-ended questions to gather feedback on employee experience
  • TaskAnalyze data from exit interviews to identify common areas for improvement
  • TaskImplement strategies to address recurring themes and enhance employee satisfaction
  • TaskSchedule exit interviews for departing employees
  • KRReduce voluntary employee turnover rate by 10% compared to the previous quarter
  • KRIncrease employee satisfaction score by 15% through quarterly surveys
  • TaskAnalyze survey results to identify areas of improvement and develop action plans
  • TaskCommunicate survey findings and action plans to employees to ensure transparency
  • TaskImplement an anonymous and confidential survey to gather employee feedback
  • TaskRegularly track and evaluate progress towards the goal and adjust strategies accordingly

3OKRs 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

4OKRs to decrease direct funded vacancies under 2% of labor force

  • ObjectiveDecrease direct funded vacancies under 2% of labor force
  • KRImplement a robust recruitment strategy that fills 70% of open positions
  • TaskIdentify key roles and skills needed for vacant positions
  • TaskEmploy diverse sourcing methods to attract potential candidates
  • TaskUtilize algorithm-based programs for efficient talent acquisition
  • KRIncrease internal promotion processes by 30% to reduce vacancies
  • TaskAnalyze current promotion trends to identify potential improvements
  • TaskDevelop a skill-upgrading program for current employees
  • TaskImplement and monitor promotion performance scoring system
  • KRLower employee attrition rate to 4% through enhancing retention programs
  • TaskImplement a comprehensive employee mentorship program
  • TaskCreate additional opportunities for career advancement
  • TaskEnhance benefits packages to increase employee satisfaction

5OKRs to enhance employee retention through engaging virtual events

  • ObjectiveEnhance employee retention through engaging virtual events
  • KRIncrease participation in virtual events by 30%
  • TaskOffer incentives or rewards for attendees
  • TaskImprove engagement by incorporating interactive elements in the event
  • TaskPromote the event effectively through various social media platforms
  • KRObtain 80% positive feedback on virtual events' effectiveness and enjoyment
  • TaskImplement suggestions for event improvements
  • TaskCollect feedback after each event
  • TaskDevelop engaging content for virtual events
  • KRAchieve a 20% reduction in employee turnover rate
  • TaskImplement an employee engagement and recognition program
  • TaskImprove benefits and compensation packages
  • TaskEstablish clear career progression pathways

6OKRs 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

7OKRs to reduce turnover rate through retention strategies

  • ObjectiveIncrease employee retention rate
  • KRImplement a mentorship program for new employees
  • KRHost monthly employee appreciation events
  • KRConduct exit interviews and analyze feedback to improve retention efforts
  • KRDevelop a career growth plan for each employee

8OKRs to improve staff retention and foster a positive work culture

  • ObjectiveImprove staff retention and foster a positive work culture
  • KRIncrease Internal Employee Satisfaction survey scores by 15%
  • TaskImplement monthly recognition and reward programs for employees
  • TaskEnhance communication and transparency within the company
  • TaskConduct regular training and skill development programs
  • KREstablish 2 new team-building activities or initiatives aimed at improving work culture
  • TaskPlan logistical details for implementing selected activities
  • TaskIntroduce activities to team and gather feedback for improvement
  • TaskResearch and select two suitable team-building activities or initiatives
  • KRAchieve a reduction in employee turnover rate by 10%
  • TaskImplement regular employee engagement and satisfaction surveys
  • TaskDevelop a comprehensive employee benefits package
  • TaskOffer professional development and training programs
Tability

9OKRs to boost overall staff job satisfaction

  • ObjectiveBoost overall staff job satisfaction
  • KRAchieve 80% positive responses in the employee satisfaction survey
  • TaskImplement suitable employee reward and recognition system
  • TaskImprove internal communication and transparency among all levels
  • TaskRegularly seek employee feedback to address their concerns
  • KRReduce employee turnover rate by 20%
  • TaskIncrease employee compensation and benefits
  • TaskOffer regular employee training and mentorship programs
  • TaskImplement clear employee career progression paths
  • KRElevate average score of internal professional development programs to 8/10
  • TaskIncorporate interactive elements to engage attendees more effectively
  • TaskSolicit feedback to identify areas for program improvement
  • TaskImplement changes based on feedback to increase satisfaction

10OKRs to reduce staff turnover across the company

  • ObjectiveReduce staff turnover across the company
  • KRDecrease the employee turnover rate by 10%
  • TaskImplement employee engagement and team-building activities
  • TaskConduct regular surveys to understand employee concerns
  • TaskEnhance benefits packages and reward system
  • KRImplement a new employee retention program impacted employees rate positively by 85%
  • TaskImplement the program and measure success via employee feedback
  • TaskConduct surveys to understand current employee satisfaction and needs
  • TaskDesign a retention program based on survey results
  • KRImprove employee engagement scores by 30%
  • TaskImplement a consistent employee recognition program
  • TaskCreate open communication channels for feedback and suggestions
  • TaskInitiate regular personal development and team-building activities

Employee Retention 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 Retention OKRs

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

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 Retention OKR templates

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