Gtmhub is an OKR software which connects to over 100 applications and data stores, such as JIRA, Salesforce or MySQL. We use this data to automatically track and update key results – such as a number of open bugs or average deal size. In this article, we will introduce a new tool, which helps you
“Increase revenue.” That is by far the most popular Objective on our trial accounts. And, can you blame people. It is raison d’être for having a business. Yes, yes… make the world better place, impact – I know. But, it’s so much easier to make the world a better place when one is a billionaire.
Yesterday, we’ve announced the new JIRA integration for Gtmhub. Today, we are very happy to announce 42 ready to use metrics for Salesforce. With this new integration, Gtmhub customers are able to set key results against live metrics coming from Gtmhub. The benefit for users is that OKRs using Salesforce connector don’t need to be
Today we have released 32 built-in JIRA metrics which you can use with your OKRs. What makes Gtmhub special is the ability to dynamically connect to over 100 business systems and collect and update your key results automatically and in real-time.
I’d love to tell you that getting the right OKRs software, such as Gtmhub, is the most important thing to ensure successful adoption of OKRs – alas it is not so. Based on hundreds of conversations we had with prospects, customers and businesses using OKRs – we have isolated one, very much offline, practice that
OKRs are all the rage among the startups these days. There is a lot of resources on what OKRs are and how to use them. While OKRs, as a concept, seem pretty straightforward – introducing them in an organization can be tricky.
Mark Zuckerberg has just announced that, after ten years, Facebook is changing its mission statement. The old mission statement “Make the world more open and connected.” has been changed to Bring the world closer together.
OKRs are getting more popular by the day. We can see this both in the number of companies that contact us to help them adopt OKRs, as well as in the exploding number of tools that help companies drive performance through OKRs. We often hear people suggesting companies to start “simple” with post-it notes or
The other day I came across this post on Spotify’s HR blog: Why individual OKRs don’t work for us. It’s an interesting read, especially when it comes from a company as successful as Spotify. It’s a short read and I highly recommend that you read it, but here are some of the parts I found
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 to make sure that team is successful with OKRs.
As we keep adding clients, the amount of data we can gather on how people use Gtmhub keeps increasing. One thing we keep a keen eye on is how people work with OKRs on a day-to-day basis. One of the most used buttons in Gtmhub is the Edit objective and after we analyzed it, we’ve
Objective is what we want to accomplish. Key result is how we measure success. Today, in Gtmhub we introduce Tasks – what will we do about it. Tasks are a new type of custom field that can be defined for OKRs. In this post, we’ll show how to set up tasks and how to use
When a team introduces OKRs, one thing that happens very quickly is a full information overload. Transparency is great, but even teams of medium size will quickly generate 40-50 objectives and over 100 key results. While it is relatively simple to find out what Joe from HR is doing, having a quick view of the information
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 fact is that OKRs are not a right fit for every team. In this post we will share what we’ve learned over the years working
OKRs (Objectives and Key Results) is a methodology used by fast growing companies to drive performance across the organization. By setting clear objectives and measurable key results, organizations that employ OKRs typically execute better than their peers (read how Sears created an experiment, where a group that used OKRs increased their sales by 8.5%). OKRs
The latest updates to Gtmhub bring improvements to the activity feeds. First, from now on every time someone posts a comment, owner of the objective will receive an email notification. This also applies to employees and teams; for example, if you leave feedback for a colleague, she will be notified as soon as comment has been
“Let’s do it!” – probably the most dangerous sentence one can hear in a startup.
There is one thing we’ve learned while helping different companies adopt OKRs – it’s always a little bit different. While the basic methodology is always more or less the same, the size, stage, industry and culture of different companies demand from the product to adapt. To this end, we’ve released a new powerful feature to
In the latest release of Gtmhub, we have added a highly requested feature – aggregated OKR attainment. This new metric shows the cumulative attainment of an OKR and all of it’s child OKRs.
The latest release of Gtmhub brings enhanced user management. The new features and UX improvements aim to simplify the user management for customers with large number of users.
The new timeline view for an objective is one of the new features of Gtmhub. Timeline now tracks all the changes that happened to an OKR since it was created, giving everyone an easy glimpse at how the objective evolved over the time.
With the latest release of Gtmhub, we now support tags for Objectives. While, alignment remains the main way to organize and make sense of OKRs within an organization, we have found that often secondary taxonomy is needed. Our clients have identified two main use cases for tags: initiatives and areas.
Cause and effect is a well-established principle, even if we sometimes confuse causation and correlation (see divorce / margarine correlation). For most companies, the main measures of performance are the usual suspects, revenue, profitability, and cash. We see this reflected in our clients, where the most common top level OKR is to ‘Increase Revenue’.
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 the many ways OKRs can go wrong.
One of the key ideas of OKRs is communication around progress. So far, Gtmhub has been automatically calculating progress and juxtaposing it with the time passed in order to determine how well an objective is progressing. Many times, however, there are circumstances that are beyond this simple approach. For example, if your objective is related
Today we have released an improvement for Gtmhub statistics view which now let’s your drill down in various areas of your OKRs process. You can now easily see the list of: Objectives that have been attained Key results that are in danger Key results that are going well Key results that have been attained As
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 Communicate – then negotiate Don’t forget to celebrate your successes, failures, and lessons learnt from Q1
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 your current OKRs? Do you need to rebalance your efforts? Who and which departments are supporting each Balanced Scorecard perspective, i.e. Financial, Customer, Internal Business
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 our financial health metrics, revenue, profits, shareholder value. But these metrics, while crucial to getting a sense of the health and trajectory of the business,
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 marketer may state an objective “Release January Newsletter“, a software developer may put “Fix bugs” or HR manager may state “Hire a sales director“. While
