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10 OKR examples for Employee Turnover

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What are Employee Turnover 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 Turnover. 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 Turnover 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 Turnover OKRs examples

You'll find below a list of Objectives and Key Results templates for Employee Turnover. 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!

OKRs to reduce Employee Turnover

  • ObjectiveReduce Employee Turnover
  • KRImplement a mentoring program with participation from 75% of employees
  • TaskEstablish regular check-ins and evaluations to assess the effectiveness of the mentoring program
  • TaskProvide training for potential mentors and match them with mentees based on their goals
  • TaskCreate a program outline with goals and objectives for the mentoring program
  • TaskPromote the mentoring program through various communication channels to raise awareness
  • KRDecrease voluntary employee resignations by 20%
  • TaskConduct exit interviews to identify and address reasons for voluntary resignations
  • TaskImplement a comprehensive employee engagement and retention program
  • TaskEnhance communication channels to ensure employees feel valued and heard
  • TaskProvide professional development opportunities to ensure employee growth and satisfaction
  • KRIncrease employee engagement scores by 10%
  • TaskProvide regular opportunities for open communication and feedback between employees and management
  • TaskOrganize team-building activities to foster collaboration and strengthen relationships among employees
  • TaskConduct anonymous employee survey to identify areas of opportunity for engagement improvement
  • TaskDevelop and implement a recognition and rewards program to acknowledge employee efforts
  • KRImprove manager satisfaction ratings by 15%
  • TaskImplement regular feedback sessions to understand manager concerns and address them promptly
  • TaskProvide professional development opportunities to enhance manager skills and career growth
  • TaskFoster a positive and supportive work environment through team-building initiatives and recognition programs
  • TaskStreamline communication channels and ensure clarity in expectations for effective manager-employee interactions

OKRs to boost overall employee satisfaction and reduce turnover

  • ObjectiveBoost overall employee satisfaction and reduce turnover
  • KRDecrease voluntary employee turnover rate by 10%
  • TaskImplement a comprehensive employee engagement and satisfaction program
  • TaskIncrease opportunities for employee advancement and skill development
  • TaskEnhance employee benefits and incentive packages
  • KRIncrease employee engagement score by 15% in company-wide surveys
  • TaskImplement regular team-building events for employee bonding
  • TaskProvide regular recognition for employees' accomplishments
  • TaskConduct an open forum for feedback and suggestions
  • KREnhance internal promotion rate by 20%
  • TaskIncrease communication about available promotion opportunities
  • TaskImplement ongoing skills training for all employees
  • TaskDevelop clear promotion pathways with performance benchmarks

OKRs 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

OKRs 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

OKRs to establish a positive and inclusive work culture

  • ObjectiveEstablish a positive and inclusive work culture
  • KRIncrease employee satisfaction scores by 20% via anonymous quarterly surveys
  • TaskIntroduce changes based on survey findings
  • TaskImplement anonymous surveys focused on employee satisfaction
  • TaskAnalyse survey data for areas of improvement
  • KRReduce employee turnover rate by 15% as measured monthly
  • TaskOffer competitive salaries and benefits packages
  • TaskImplement company-wide employee satisfaction surveys
  • TaskEstablish comprehensive onboarding and mentorship programs
  • KRImplement weekly team-building activities attended by at least 80% of staff
  • TaskCreate engaging weekly team-building activities agenda
  • TaskMonitor participation and ask for feedback
  • TaskInform staff about the schedule and importance

OKRs to amplify employee satisfaction levels

  • ObjectiveAmplify employee satisfaction levels
  • KRImplement two new employee benefits or wellness programs
  • TaskImplement and communicate new programs to employees
  • TaskEvaluate current employee benefits and identify room for improvements
  • TaskResearch and propose two new benefit or wellness programs
  • KRDecrease turnover rate by 15%
  • TaskImplement employee engagement and satisfaction surveys
  • TaskDevelop comprehensive onboarding and training programs
  • TaskIntroduce competitive compensation and benefits packages
  • KRIncrease employee engagement survey scores by 20%
  • TaskEnhance training programs focused on employee personal development
  • TaskInitiate monthly one-on-one employee feedback sessions with managers
  • TaskImplement regular team building activities for stronger coworker relationships

OKRs 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

OKRs to cultivate an appealing, inclusive company culture

  • ObjectiveCultivate an appealing, inclusive company culture
  • KRDecrease turnover rate by 15% through enhanced workplace conditions
  • TaskIntroduce flexible working hours for work-life balance
  • TaskImplement mandatory team-building activities to foster camaraderie
  • TaskUpgrade office equipment for a better work experience
  • KRImprove employee satisfaction score by 20% through engagement initiatives
  • TaskImplement weekly team-building activities and workshops
  • TaskConduct regular feedback and suggestion sessions
  • TaskEstablish an employee recognition and rewards system
  • KRImplement 2 employee-led initiatives to foster ownership and engagement
  • TaskLaunch two employee-led initiatives
  • TaskProvide training on leading and engagement strategies
  • TaskIdentify possible leaders interested in leading initiatives

OKRs to enhance HR's strategic partnership with business units

  • ObjectiveEnhance HR's strategic partnership with business units
  • KRReduce turnover rate by 15% through retention strategies
  • TaskDevelop a comprehensive employee benefits and incentives program
  • TaskImplement systematic periodical employee performance reviews and promotions
  • TaskFacilitate consistent team building activities and trainings
  • KRImprove employee engagement score by 20% through HR initiatives
  • TaskImplement regular team-building exercises and events
  • TaskConduct workplace culture improvement workshops
  • TaskEnhance communication channels for employee feedback
  • KRImplement 3 new HR-related business alignment projects with positive feedback
  • TaskExecute the three chosen HR business alignment projects
  • TaskIdentify potential HR-related alignment projects
  • TaskGather feedback using post-implementation surveys

OKRs to enhance competitiveness in compensation and benefits program

  • ObjectiveEnhance competitiveness in compensation and benefits program
  • KRImplement 3 new competitive benefits proposed by employees after survey
  • TaskReview employee survey results for new benefit suggestions
  • TaskAnnounce and roll out new benefits to employees
  • TaskDevelop and cost implementation plan for proposed benefits
  • KRConduct benchmarking study against 10 industry leading companies in compensation and benefits
  • TaskCompare and analyze collected data against our company's system
  • TaskIdentify 10 industry-leading companies with top compensation/benefits packages
  • TaskGather data on these companies' compensation/benefits
  • KRAchieve 10% decrease in employee turnover tied to compensation issues
  • TaskImplement competitive salary matching based on industry standards
  • TaskEstablish transparent, merit-based pay raises and promotions
  • TaskConduct an internal survey to identify compensation dissatisfaction

Employee Turnover 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 Turnover OKRs

Quarterly OKRs should have weekly updates to get all the benefits from the framework. Reviewing progress periodically has several advantages:

Spreadsheets are enough to get started. Then, once you need to scale you can use a proper OKR platform to make things easier.

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 Turnover OKR templates

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

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