5 customisable OKR examples for Talent Retention
What are Talent 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.
Crafting effective OKRs can be challenging, particularly for beginners. Emphasizing outcomes rather than projects should be the core of your planning.
We have a collection of OKRs examples for Talent Retention to give you some inspiration. You can use any of the templates below as a starting point for your OKRs.
If you want to learn more about the framework, you can read our OKR guide online.
Building your own Talent Retention 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 Talent Retention OKRs examples
You will find in the next section many different Talent Retention Objectives and Key Results. We've included strategic initiatives in our templates to give you a better idea of the different between the key results (how we measure progress), and the initiatives (what we do to achieve the results).
Hope you'll find this helpful!
1. OKRs to boost talent retention
Increase Employee Retention
Create an employee recognition program
Select a method of recognizing employees who meet the criteria.
Set goals and criteria for employee recognition.
Identify a reward system for employees who meet the criteria.
Create a system for tracking employee recognition.
Increase employee retention rate by 15%
Create an engaging work environment.
Develop a competitive benefits package.
Establish a career growth plan.
Implement regular performance reviews.
Increase employee satisfaction ratings by 25%
Create a list of actionable items to improve employee satisfaction.
Monitor employee satisfaction ratings and make adjustments as needed.
Survey employees to gain insight into their satisfaction levels.
Implement a system to track employee satisfaction ratings.
2. OKRs to enhance talent retention strategies
Enhance talent retention strategies
Implement training programs to improve skills of at least 75% of the employees
Implement and monitor said training programs
Develop appropriate training programs in those areas
Identify areas of skill deficiency among employees
Increase employee engagement scores by 15% through enhanced communication strategies
Introduce an open-door policy for improved cross-level communication
Conduct regular, structured feedback sessions to address employee concerns
Implement weekly team meetings to discuss objectives and progress
Reduce staff turnover by 10% by implementing a comprehensive employee satisfaction program
Implement feedback from satisfaction surveys
Develop an employee satisfaction program
Conduct regular employee satisfaction surveys
3. OKRs to reinstate Intel's victorious culture and unify its talent pool
Reinstate Intel's victorious culture and unify its talent pool
Implement a quarterly team-building activity to foster unity among 95% of employees
Identify various team-building activities suitable for all employees
Monitor employee participation, aiming for 95% involvement
Establish a scheduling and communication plan for activities
Increase talent retention rate to 90% through effective incentive programs
Implement annual employee feedback surveys
Develop a comprehensive incentive program to reward employee performance
Provide regular career development opportunities
Achieve a 10% increase in internal promotion rate, strengthening our talent base
Create opportunities for internal growth and advancement
Implement training programs to enrich employee skills and performance
Regularly review and adjust promotion criteria
4. OKRs to reinforce One Intel team culture and nurture talent effectively
Reinforce One Intel team culture and nurture talent effectively
Facilitate skills enhancement training for 80% of team members
Identify necessary skills for enhancement based on team's job roles
Develop or source relevant training program for identified skills
Schedule and coordinate team members participation in training
Increase employee engagement survey scores by 20%
Initiate periodic career development and training programs
Implement regular team-building activities and exercises
Encourage open communication and welcome feedback
Reduce employee turnover rate by 10%
5. OKRs to decrease direct funded vacancies under 2% of labor force
Decrease direct funded vacancies under 2% of labor force
Implement a robust recruitment strategy that fills 70% of open positions
Identify key roles and skills needed for vacant positions
Employ diverse sourcing methods to attract potential candidates
Utilize algorithm-based programs for efficient talent acquisition
Increase internal promotion processes by 30% to reduce vacancies
Analyze current promotion trends to identify potential improvements
Develop a skill-upgrading program for current employees
Implement and monitor promotion performance scoring system
Lower employee attrition rate to 4% through enhancing retention programs
Implement a comprehensive employee mentorship program
Create additional opportunities for career advancement
Enhance benefits packages to increase employee satisfaction
Talent Retention 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 Insights Dashboard](https://tability-templates-v2.vercel.app/_next/static/media/tability-insights-board.e70f9466.png)
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.
![Tability Insights Dashboard](https://tability-templates-v2.vercel.app/_next/static/media/checkins-graph.b2aec458.png)
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 turn your Talent Retention OKRs in a strategy map
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:
- 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 Tability](https://tability-templates-v2.vercel.app/_next/static/media/tability_strategy_map.2ad25843.png)
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 Talent Retention OKR templates
We have more templates to help you draft your team goals and OKRs.
OKRs to enhance contribution to project outcomes
OKRs to effectively introduce sales representatives to clients
OKRs to improve the Disaster Recover process
OKRs to streamline and enhance compliance review and implementation process
OKRs to enhance the customer advocacy program
OKRs to enhance the efficiency of internal team communication
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 👀
Tability is a unique goal-tracking platform built to save hours at work and help teams stay on top of their goals.
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