Make sure you give yourself a timeframe to achieve your OKRs and schedule time to review and iterate upon your goals. So the first initiative toward this key result may be: Brainstorm with key culture influencers what they want to see improved or introduced.
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. Take the second Key Result, Increase employee satisfaction by 5% as reflected in the quarterly engagement survey. Initiatives: What actions will push us towards success? (Bottom-up)? Increase employee satisfaction by 5% as reflected in the quarterly engagement survey. Key Results: How will we measure success? (Top-down)? Increase employee participation by 10% in the quarterly engagement survey. Objective: What do we hope to achieve as an organisation? (Top-down)? Improve Employee Engagement Let’s look at an example of what an employee engagement OKR could look like for an HR/People and Culture Manager: Updating goals periodically ( Mobile/ Desktop).Creating goals using the Goals (OKR) feature (Platinum subscriptions only).You will then take goal-planning a step further by mapping out the initiatives and key results individuals and teams need to achieve in order to move the organisation toward achieving the company goals. Your entire workforce will have visibility of the company goals with OKRs. OKRs is a goal-planning framework that works by connecting the top-down vision of an organisation with the bottom-up business activities performed by individuals and teams to help ensure everyone is moving in the organisation in the same direction. What are objectives and key results (OKRs)?
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