5 OKR examples for Employee Retention

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 Retention. 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 OKR

Your objectives should be ambitious, but achievable. Your key results should be measurable and time-bound. It can also be helfpul to list strategic initiatives under your key results, as it'll help you avoid the common mistake of listing projects in your KRs.

Building your own 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

How to track OKRs

OKRs without regular progress updates are just KPIs. You'll need to update progress on your OKRs every week to get the full benefits from the framework.

Spreadsheets are enough to get started. Then, once you need to scale you can use a proper OKRs-tracking platform to make things easier.

We recommend Tability for an easy way to set and track OKRs with your team.

Check out the 5 best OKR tracking templates to find the best way to monitor progress during the quarter.

Employee Retention OKRs templates

We've added Employee Retention Objectives and Key Results, but also the initiatives that relate to the OKRs.

OKRs to improve Employee Retention

Improve Employee Retention
Implement a professional development program and have 80% of employees participate
Design and deliver engaging training sessions that align with employees' needs and goals
Establish a tracking system to monitor employees' participation and measure the program's effectiveness
Conduct a needs assessment to identify specific professional development opportunities
Create a structured mentorship program to support employees' professional growth and knowledge sharing
Conduct exit interviews with departing employees and identify recurring themes for improvement
Ask open-ended questions to gather feedback on employee experience
Analyze data from exit interviews to identify common areas for improvement
Implement strategies to address recurring themes and enhance employee satisfaction
Schedule exit interviews for departing employees
Reduce voluntary employee turnover rate by 10% compared to the previous quarter
Increase employee satisfaction score by 15% through quarterly surveys
Analyze survey results to identify areas of improvement and develop action plans
Communicate survey findings and action plans to employees to ensure transparency
Implement an anonymous and confidential survey to gather employee feedback
Regularly track and evaluate progress towards the goal and adjust strategies accordingly