When a team or company adopts OKRs, establishing a role of OKR champion is one of the most important things that needs to happen. In short, the role of this person is…
Not every team that decides to implement OKRs will succeed in doing so. We, at Gtmhub – just as other vendors – will give advice and point out solutions, but the…
Getting OKRs right is difficult. Although simple in construct, OKRs require commitment, discipline and have wide ranging and transformative ramifications at every level of the organization. Below are some of…
Bottom Line: Start planning your Q2 OKRs well ahead of the end of Q1 in order to ensure that you’re in a good place to kick off Q2. Communicate Communicate…
Bottom Line: If you’re working with OKRs, you may find it useful to think about the Balanced Scorecard perspectives when setting OKRs. Which Balanced Scorecard perspectives, or categories are you supporting with…
Bottom Line One of the hardest things when you’re getting started with Objectives and Key Results (OKRs) is to set good OKRs. We’re all used to caring a lot about…
One thing we notice with a lot of organizations that just start out with OKRs is that many people just enter their everyday work as Objectives. For example, a digital…
Approximately once per week someone asks us how do OKRs fit with agile product teams and do they even fit at all. There is a great article written by Felipe Castro that…
Bottom Line Setting OKRs for marketing is made harder by the multitude or absence of meaningful metrics or KPIs. Marketers should set objectives informed by higher level company goals, and…
Bottom Line: When setting OKRs for the sales team, DON’T focus on the number. Instead, set objectives for the performance drivers, activity, process, method, aptitude, and attitude.
First in our series of blog posts dealing with common pitfalls of implementing OKRs in an organization is the one of setting too many objectives. It is advised that no person…
One of the first questions you may face when you decide to implement OKRs in your organization is who exactly should own OKRs: employee, team (under team, we also understand…
We start with the goals that we want to achieve. From these goals, we derive the objectives that when accomplished will have desired impact on our goals. We then define key…
“As soon as possible”, said Rick Klau, a partner at Google Ventures, in response to a question about when a management team should adopt OKRs. I mean, do you…
At Gtmhub, we are big believers in OKRs. Shocking, I know. In this post, I am going to write about our experiences in implementing OKRs, what went well and where…
Measuring the usability and the overall user experience wasn’t very popular for many years, mostly because it requires a lot of resources – suitable facility, time, evaluators etc. Fortunately in…
Let’s break it down. OKR (oh-kay-ah) stands for Objectives and Key Results. D-OKR stands for Data Driven Objectives and Key Results – or D-OKR (Pronounced doe’kah).
In this article we’ll review three of the most common organisational structures, team-based, matrixed, and hierarchical, and discuss how each type of organisation affects the implementation of Objectives and Key…