2 OKR examples for Employee Resource Group

What are Employee Resource Group 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 Resource Group. 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 more about the OKR meaning online.

Best practices for managing your Employee Resource Group OKRs

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 OKRs

Tip #2: Commit to the weekly 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 transparency

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 below). 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.

Building your own Employee Resource Group OKRs with AI

While we have some examples below, it's likely that you'll have specific scenarios that aren't covered here. There are 2 options available to you.

Use our free OKRs generator
Use Tability, a complete platform to set and track OKRs and initiatives
including a GPT-4 powered goal generator

Best way to track your Employee Resource Group OKRs

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

We recommend using a spreadsheet for your first OKRs cycle. You'll need to get familiar with the scoring and tracking first. Then, you can scale your OKRs process by using a proper OKR-tracking tool for it.

Tability's Strategy Map makes it easy to see all your org's OKRs

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.

Employee Resource Group OKRs templates

We've covered most of the things that you need to know about setting good OKRs and tracking them effectively. It's now time to give you a series of templates that you can use for inspiration!

You'll find below a list of Objectives and Key Results templates for Employee Resource Group. 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 enhance diversity and inclusion initiatives

Increase diversity and inclusion in the workplace
Conduct an anonymous diversity and inclusion survey to gather feedback
Increase percentage of underrepresented groups in new hires
Implement a mentorship program for diverse employees
Provide diversity and inclusion training for all employees

Track these OKRs

OKRs to improve team performance through effective teamwork and collaboration

Improve team performance through effective teamwork and collaboration
Reduce conflicts within the team by 50% by implementing conflict resolution strategies
Encourage active listening and empathy among team members during conflicts
Establish a clear communication protocol to address conflicts promptly
Implement a mentorship program to provide guidance and support during conflict resolution
Conduct a team-wide conflict resolution training session
Develop team members' skills by organizing at least two team-building workshops focused on enhancing collaboration and problem-solving abilities
Increase team productivity by 20% through enhanced communication and coordination
Provide effective communication tools and train team members on how to use them
Implement regular team meetings to discuss progress, challenges, and goals
Encourage collaboration by assigning cross-functional projects and fostering teamwork
Develop a centralized system for task tracking, deadlines, and accountability
Enhance employee satisfaction and engagement by achieving an average team happiness score of 8 out of 10
Implement employee recognition programs to celebrate achievements and boost team morale
Analyze survey results to identify areas for improvement and develop targeted action plans
Provide regular opportunities for employee feedback and implement suggestions for enhancing happiness
Conduct quarterly employee satisfaction surveys to measure team happiness score

conflict-resolution employee-satisfaction team-leader human-resources-manager human-resources-team team-leaders'-group

Track these OKRs

More Employee Resource Group OKR templates

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

OKRs resources

Here are a list of resources to help you adopt the Objectives and Key Results framework.

To learn: Complete 2024 OKR cheat sheet
Blog posts: ODT Blog
Success metrics: KPIs examples