8 customisable OKR examples for Employee Turnover
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.
Building your own Employee Turnover 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:
- Use our free OKR generator
- Use Tability, a complete platform to set and track OKRs and initiatives, including a GPT-4 powered goal generator
Our customisable 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!
1. OKRs to reduce Employee Turnover
Reduce Employee Turnover
Implement a mentoring program with participation from 75% of employees
Establish regular check-ins and evaluations to assess the effectiveness of the mentoring program- Provide training for potential mentors and match them with mentees based on their goals
- Create a program outline with goals and objectives for the mentoring program
- Promote the mentoring program through various communication channels to raise awareness
- Decrease voluntary employee resignations by 20%
- Conduct exit interviews to identify and address reasons for voluntary resignations
- Implement a comprehensive employee engagement and retention program
- Enhance communication channels to ensure employees feel valued and heard
- Provide professional development opportunities to ensure employee growth and satisfaction
- Increase employee engagement scores by 10%
- Provide regular opportunities for open communication and feedback between employees and management
- Organize team-building activities to foster collaboration and strengthen relationships among employees
- Conduct anonymous employee survey to identify areas of opportunity for engagement improvement
- Develop and implement a recognition and rewards program to acknowledge employee efforts
- Improve manager satisfaction ratings by 15%
- Implement regular feedback sessions to understand manager concerns and address them promptly
- Provide professional development opportunities to enhance manager skills and career growth
- Foster a positive and supportive work environment through team-building initiatives and recognition programs
- Streamline communication channels and ensure clarity in expectations for effective manager-employee interactions
2. OKRs to boost overall employee satisfaction and reduce turnover
- Boost overall employee satisfaction and reduce turnover
- Decrease voluntary employee turnover rate by 10%
- Implement a comprehensive employee engagement and satisfaction program
- Increase opportunities for employee advancement and skill development
- Enhance employee benefits and incentive packages
- Increase employee engagement score by 15% in company-wide surveys
- Implement regular team-building events for employee bonding
- Provide regular recognition for employees' accomplishments
- Conduct an open forum for feedback and suggestions
- Enhance internal promotion rate by 20%
- Increase communication about available promotion opportunities
- Implement ongoing skills training for all employees
- Develop clear promotion pathways with performance benchmarks
3. OKRs to reduce turnover rate through retention strategies
- Increase employee retention rate
- Implement a mentorship program for new employees
- Host monthly employee appreciation events
- Conduct exit interviews and analyze feedback to improve retention efforts
- Develop a career growth plan for each employee
4. OKRs to reduce staff turnover across the company
- Reduce staff turnover across the company
- Decrease the employee turnover rate by 10%
- Implement employee engagement and team-building activities
- Conduct regular surveys to understand employee concerns
- Enhance benefits packages and reward system
- Implement a new employee retention program impacted employees rate positively by 85%
- Implement the program and measure success via employee feedback
- Conduct surveys to understand current employee satisfaction and needs
- Design a retention program based on survey results
- Improve employee engagement scores by 30%
- Implement a consistent employee recognition program
- Create open communication channels for feedback and suggestions
- Initiate regular personal development and team-building activities
5. OKRs to cultivate an appealing, inclusive company culture
- Cultivate an appealing, inclusive company culture
- Decrease turnover rate by 15% through enhanced workplace conditions
- Introduce flexible working hours for work-life balance
- Implement mandatory team-building activities to foster camaraderie
- Upgrade office equipment for a better work experience
- Improve employee satisfaction score by 20% through engagement initiatives
- Implement weekly team-building activities and workshops
- Conduct regular feedback and suggestion sessions
- Establish an employee recognition and rewards system
- Implement 2 employee-led initiatives to foster ownership and engagement
- Launch two employee-led initiatives
- Provide training on leading and engagement strategies
- Identify possible leaders interested in leading initiatives
6. OKRs to enhance HR's strategic partnership with business units
- Enhance HR's strategic partnership with business units
- Reduce turnover rate by 15% through retention strategies
- Develop a comprehensive employee benefits and incentives program
- Implement systematic periodical employee performance reviews and promotions
- Facilitate consistent team building activities and trainings
- Improve employee engagement score by 20% through HR initiatives
- Implement regular team-building exercises and events
- Conduct workplace culture improvement workshops
- Enhance communication channels for employee feedback
- Implement 3 new HR-related business alignment projects with positive feedback
- Execute the three chosen HR business alignment projects
- Identify potential HR-related alignment projects
- Gather feedback using post-implementation surveys
7. OKRs to enhance competitiveness in compensation and benefits program
- Enhance competitiveness in compensation and benefits program
- Implement 3 new competitive benefits proposed by employees after survey
- Review employee survey results for new benefit suggestions
- Announce and roll out new benefits to employees
- Develop and cost implementation plan for proposed benefits
- Conduct benchmarking study against 10 industry leading companies in compensation and benefits
- Compare and analyze collected data against our company's system
- Identify 10 industry-leading companies with top compensation/benefits packages
- Gather data on these companies' compensation/benefits
- Achieve 10% decrease in employee turnover tied to compensation issues
- Implement competitive salary matching based on industry standards
- Establish transparent, merit-based pay raises and promotions
- Conduct an internal survey to identify compensation dissatisfaction
8. OKRs to enhance leadership inclusivity across all teams
- Enhance leadership inclusivity across all teams
- Implement inclusivity training for all team leaders by the end of the quarter
- Identify relevant inclusivity training programs for team leaders
- Schedule training sessions for each team leader
- Monitor and report on training progress and effectiveness
- Decrease leadership team's turnover rate by 20% through fostering inclusivity
- Encourage open dialogue about inclusivity during team meetings
- Implement comprehensive diversity training for all management level employees
- Establish a mentoring program that promotes inclusivity
- Increase internal survey's inclusivity score by 30% among leadership team
- Encourage honest communication through anonymous feedback
- Revise survey questions to eliminate unconscious bias
- Implement mandatory leadership training on diversity and inclusivity
Employee Turnover 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's audit dashboard will highlight opportunities to improve OKRsTip #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's check-ins will save you hours and increase transparencyTip #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 Turnover 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.
Tability's Strategy Map makes it easy to see all your org's OKRsIf 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.
- OKRs to get better at public speaking
- OKRs to boost operational efficiency on SaaS platforms
- OKRs to achieve 100% test case updation across all modules
- OKRs to enhance audit efficiency and transformation through innovative benchmarking
- OKRs to efficiently meet annual audit plan commitments
- OKRs to launch a fully functional React Native application
OKRs resources
Here are a list of resources to help you adopt the Objectives and Key Results framework.
- To learn: What is the meaning of OKRs
- Blog posts: ODT Blog
- Success metrics: KPIs examples
Create more examples in our app
You can use Tability to create OKRs with AI – and keep yourself accountable 👀
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