Watch the video tutorial
Read step-by-step articles
We have listed below some additional articles you can read on this topic:
- Creating goals using the Goals (OKR) feature (Platinum subscriptions only)
- Updating goals periodically (Mobile/Desktop)
- Reporting on Goals
An OKR setup example
Let’s look at an example of what an employee engagement OKR could look like for an HR/People and Culture Manager:
Objective: What do we hope to achieve as an organisation? (Top-down)?
Improve Employee Engagement
Key Results: How will we measure success? (Top-down)?
Increase employee participation by 10% in the quarterly engagement survey.
Increase employee satisfaction by 5% as reflected in the quarterly engagement survey.
Initiatives: What actions will push us towards success? (Bottom-up)?
Take the second Key Result; Increase employee satisfaction by 5% as reflected in the quarterly engagement survey. Our people and culture team members will now work together to create initiatives alongside goal owners to push the Key Result in the right direction. So the first initiative toward this key result may be:
Brainstorm with key culture influencers what they want to see improved or introduced.
Make sure you give yourself a timeframe to achieve your OKRs and schedule time to review and iterate upon your goals.