3 customisable OKR examples for Workplace Culture
What are Workplace Culture 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.
How you write your OKRs can make a huge difference on the impact that your team will have at the end of the quarter. But, it's not always easy to write a quarterly plan that focuses on outcomes instead of projects.
We have curated a selection of OKR examples specifically for Workplace Culture to assist you. Feel free to explore the templates below for inspiration in setting your own goals.
If you want to learn more about the framework, you can read our OKR guide online.
Building your own Workplace Culture 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 Workplace Culture OKRs examples
We've added many examples of Workplace Culture 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. OKRs to foster a vibrant, energetic monday-feels-like-friday workplace culture
Foster a vibrant, energetic monday-feels-like-friday workplace culture
Reduce Monday absenteeism by 20%
Develop an engaging Monday morning team activity
Implement flexible work hours for improved work-life balance
Introduce incentives for perfect Monday attendance
Increase weekly staff engagement activities by 50%
Develop and implement additional activities
Monitor participation and gather feedback
Identify current engagement activities and their frequency
Improve overall job satisfaction score by 30% on employee surveys
Increase training and professional development opportunities
Implement regular employee feedback and suggestion sessions
Develop a comprehensive staff wellness program
2. OKRs to promote and cultivate a diverse and inclusive workplace culture
Promote and cultivate a diverse and inclusive workplace culture
Increase the representation of underrepresented groups by 10% in all departments
Implement mandatory diversity and inclusion training for staff
Revise promotion policies to ensure equity
Develop recruitment strategies targeting underrepresented groups
Conduct and achieve a 90% participation rate in diversity and inclusion training
Develop a clear, compelling case for why diversity training is necessary
Set and communicate clear participation expectations to all employees
Promote the training through engaging communications
Improve inclusivity score by 15% as measured in quarterly employee engagement survey
Increase representation across all levels & departments
Implement regular diversity and inclusivity training workshops
Foster an open, transparent communication culture
3. OKRs to boost team engagement and cultivate a positive work environment
Boost team engagement and cultivate a positive work environment
Increase team interaction through bi-weekly team-building activities
Design diverse, engaging team interactions
Schedule regular bi-weekly team-building activities
Monitor and gather feedback on effectiveness
Achieve a 20% improvement in employee satisfaction survey results
Initiate employee performance recognition and rewards programs
Implement regular team-building activities for improved workplace rapport
Establish open communication channels for addressal of employee concerns
Decrease employee absenteeism by 15% through wellness initiatives
Workplace Culture 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
Having too many OKRs is the #1 mistake that teams make when adopting the framework. The problem with tracking too many competing goals is that it will be hard for your team to know what really matters.
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
Setting good goals can be challenging, but without regular check-ins, your team will struggle to make progress. We recommend that you track your OKRs weekly to get the full benefits from the framework.
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 Workplace Culture 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.
![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 Workplace Culture OKR templates
We have more templates to help you draft your team goals and OKRs.
OKRs to enhance application security knowledge and awareness among teams
OKRs to enhance product quality by reducing production defects
OKRs to enhance security posture and governance as CISO Manager
OKRs to effectively generate quality data flow diagrams
OKRs to boost the sales performance to reach 1.44 million
OKRs to implement an AI tool for efficient user manual generation
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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