OKRs or Objectives and Key Results are a collaborative goal-setting tool employed by sales teams and other departments to line challenging, ambitious goals with measurable results. OKRs are often a superpower for creating an environment where employees are able to work with purpose. The OKR framework is simple and when appropriately used, OKRs are helpful to HR leaders to create things like high output management, team alignment, and increased communication.

Functions of OKRs & Employee Engagement Rates 

The latest Pew Research data shows that although 64% of workers are happier to work from home because of the COVID-19 pandemic, an identical 60% of workers feel more disconnected from their colleagues. The challenge for human resource managers today is to bring a method of connection and community to a distant team and keep everyone on the identical page regarding the company’s overall vision and goals.

One way to keep your team engaged is by employing a goal-setting framework like the OKR methodology. OKR and employee engagement software can help boost employee motivation and employee retention. This framework could be a goal-setting procedure utilized by industry-leading companies of all sizes to target their most significant goals, measure progress throughout the quarter, and achieve targets more efficiently. 

• Create the best workplace in the world
• Create the A-Team
• Improve recruiting funnel
• Develop a smooth hiring process
• Improve the effectiveness of the training program
• Build an awesome mentorship program
• Project an extraordinary employer branding
• Increase employee engagement

Also Read: The Impact Of Employee Engagement On Productivity

Drivers of Employee Engagement 

The drivers of employee engagement vary from organization to organization and employee to employee. They also switch over time with all kinds of changes in management, culture, or external factors. A contemporary approach to employee engagement requires understanding what drives team members, whilst they shift to a platform that details a comprehensive view of the employee experience, which is the most important thing to measure and monitor the drivers at scale and in real-time.

The key drivers of employee engagement include setting a clarity of purpose by understanding the vision, mission, road map, and direction of the organization. Employees desire a clear sense of what their organization stands for and desires to accomplish. They want to understand their exact roles and responsibilities and also the roles of others within the organization. With clarity, everyone is going to be more willing to tug together for a standard cause.

Benefits of OKR Software 

• Agility – OKR software enables the team to stay agile, even when setting ambitious goals and transparently tracking progress throughout the quarter or year.

• Higher team engagement – Employee OKRs encourages a sense of responsibility for all parties to achieve business goals. The team always stays focused and engaged in the organization’s success with OKRs because they can see how their daily tasks affect the company’s overall success.

• Clear short-term objectives – OKRs enable cascading and rolling up OKRs, which helps break down company-level key results into department-level objectives, department-level key results into the team and individual-level objectives, and so on for the employees and teams. These ways are more tangible for the progress toward long-term goals.

• Visualize your goals – OKR software offers a dashboard view of how the team works, using data generated from everyday business activities. With the software, the team can use interactive graphs to track all activities contributing to your business goals.

• Greater transparency – With clear, measurable business goals publicly visible to everyone in the organization, OKRs give the team a clear view of the company’s priorities and the specific role they play in the business’s success.

How to Set Meaningful Employee Engagement OKRs

• Employee alignment with company goals and values

You need to be crystal clear and compelling when communicating the corporate goals and values. Use the employee newsletter to spotlight the team accomplishments, circulate exciting company news, and the rest of the accounts that echoes the identity and mission of your brand.

• Employee productivity

Productive employees continuously think about new solutions to business problems and go above and beyond in their tasks. This includes being creative, innovative, passionate, and most of all, engaged in the work that results in better business productivity.

• Enhance employee wellbeing

Use an employee wellness pulse survey to get employees to rate their current state of well-being and offer anonymous suggestions on what can help.

• Improve employee safety

Employee safety is a paramount employee engagement goal. It can be achieved when employees are invested in the company’s success and understand their role clearly. Begin by focusing on effective communication. It helps to understand if employees are on the same page about safety protocols. 

• Align employees and management

Establish a reliable channel for the aim of surveys and feedback that features managers and employee feedback from managers. The employee engagement survey goals should be focused on receiving honest and authentic feedback, which supplies an improved approach for future employee engagement ideas.

• Increase customer success and satisfaction

Brand reputation and loyalty are built by satisfied customers. This begins with engaging employees with the corporate vision and values, which is required within long-term commitment and in internal marketing strategy.

• Create high performance management culture

Creating a culture of high performance includes every employee engagement drive, from employee motivation to alignment with company goals values. When employees see that the organization is continuously succeeding, they want to get engaged and be part of that success.

Employee Engagement Metrics

Employee engagement describes an employee’s dedication to the organization and commitment to their work. Employee engagement metrics, thus, indirectly or directly measure the way to engage employees.

• Voluntary employee turnover rate – Highly engaged employees are less likely to go away voluntarily, which reflects in the voluntary employee turnover rate. Turnover is one of the best costs for any organization, and a lower turnover results in less disruption, greater productivity, and more cohesion. The more satisfied an employee is, the less likely they’re to resign.
• Employee retention rate – A good employee retention rate cuts down on the prices of onboarding a brand new employee. It also increases productivity – the longer someone is with a company, the higher their understanding of internal processes is. This enables employees to try and do things faster and with greater accuracy.
• Absenteeism – Absenteeism may be a behavior that may even have a severe outcome. The absenteeism rate leads to a greater workload for employees, which causes stress and lowers employee satisfaction score.
• Employee Net Promoter Score (eNPS) – Organizations use the Employee Net Promoter Score (eNPS), which is a well-known HR metric that helps to rate employee engagement and is sometimes measured through an employee engagement survey.

Also Read: How Company Culture Shapes Employee Engagement?

• UWES & Gallup Scales – There are some known employee engagement scales that can be used. The higher scores obtained on these well-known scales reflect superior business outcomes.
• Cost per hire – Cost per hire is among the foremost valuable metric used in HR department. It helps to forecast what budget is ready to rent over the following period. This metric helps HR professionals optimize the recruitment process by investing their resources in recruitment channels to recruit high-performing candidates. Moreover, it reduces spending on methods that aren’t bringing in a high ROI.
• Internal mobility rate – Internal mobility rate is the percentage of employees that move through a company through promotions, transfers, and demotions. The larger a corporation is, the upper internal mobility it’ll have, as there are generally more positions available. 
• Cost of HR employee – The value of HR per employee refers to the overall cost a corporation spends on Human Resources per full-time employee. 

Conclusion

OKRs establish a high-performance work culture by focusing on and creating corporate commitments. This method ensures productive communication by positioning targeted goals with proper implementation, thereby driving the organization to achieve success.

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