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Introduction
Global employee engagement statistics in Gallup surveys (2025) show only 23% of workers feel engaged in their work, meaning a significant 77% are not. It cost companies $8.9 trillion. It’s alarming.
This article explains how many aspects of OKR (Objectives and Key Results) were designed to inspire and motivate employees, to contribute to the company’s aspirations and goals.
New to OKR? See our intro – “What is OKR?”
Employee Engagement is an elusive concept.
One of the toughest questions to ask a CEO or manager is, “How do you inspire employees to come to work and do their best every day?”
It’s tough because of the complexities of human behavior. Employees are fickle and emotional, as we all are – and they are motivated by different aspects in their lives.
Companies try to make their working lives easier with free snacks or ping pong tables, but free snacks doesn’t make your work easier.
So how do you boost employee engagement for an entire company without having to consider each variation of human characteristics? The answer is a Strong Culture.
Engagement is about what happens in daily work.
To foster true engagement, staff should be able to:
- Work without distractions
- Learn, grow, and achieve
- Feel recognized, valued, and respected
- Feel they are contributing to a bigger purpose
These are the basic ideals that most employees share, and if you can establish a culture that not only promotes these ideals, but align with company goals, it’s the perfect dance.
OKR (Objectives and Key Results) is that perfect dance of people-power and company alignment.
OKR is a People-Oriented Management System
Management is the foundation of a strong working culture. OKR (Objectives and Key Results) is a system that focuses on the important company goals, but on the strength of people-power.
OKR is a people-oriented management system and we list the 8 features of OKR that sets the tone for inspiring and motivating employees.
1. Focused OKR planning means less project volatility
Poor planning causes volatility, resulting in more meetings, constantly changing project parameters, which are frustrating for employees. OKR’s goal-oriented, progress-based quarterly planning sets clear expectations, reduces distractions, and lets staff focus.
2. CFR – Good Communications between company and staff.
CFR (Conversation, Feedback, Recognition) fosters open communications – everyone is heard, feedback is welcomed, and even small achievements are acknowledged. Studies show 84% of engaged employees receive consistent recognition for work well done.
3. Big picture gives purpose and meaning to work.
The OKR structure and alignment helps to promote the big picture. It helps staff understand their importance and purpose in helping the company reach goals.
4. Top-Down and Bottom-Up gets everyone involved
Information flow is not necessarily from managers down to subordinates. OKRs encourage bottom-up input from front-line staff, fostering teamwork, critical thinking, and mutual respect. Everyone feels involved.
5. One-on-One Meetings is about trust and support.
Supervisor-subordinate one-on-one meetings provide a safe venue for employees to share challenges and for managers to build trust and strengthen relationships.
6. Everyone Manages
Everyone, including front-line staff, participates in their own OKRs, scheduling, tracking progress, and evaluating performance. This experience is valuable preparation for future promotions.
7. Transparency keeps everyone informed.
OKRs are inherently transparent—everyone’s projects and progress are visible on company-wide forums, including executive OKRs. Its an open system where everyone feels informed.
8. Stretch – Be Better Than Yesterday
Employees are encouraged to “stretch” and reach higher, learn and grow in ways aligned with company goals. For example, they could learn to write better ads, discover innovative selling strategies, or learn new skills like AI. With OKR, there are no penalties for aiming high. Beat yesterday.
OKR is the perfect dance.
Inspiring and motivating people is tough. We are fickle, emotional, individual human beings. However, we are all motivated by the basic ideals of a good working environment. And the best way to nurture environment is through establishing culture.
A strong management system is the foundation of a company’s culture that has specific features to inspire staff to learn, grow, and to ACHIEVE, a powerful experience that keeps staff wanting more – and thats Employee Engagement.
But employee engagement must also be aligned with the aspirations of a company and it’s goals. This is where OKR, a culture of people-power and company alignment, becomes an important aspect of modern day management – the perfect dance.
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