Now you can use Gtmhub’s Approval Workflow feature to be sure that your key stakeholders and participants are actively engaged with your OKR initiative – and to identify and fix misalignments or confusions before the start of each OKR period. Objectives and Key Results (OKRs) aren’t some form of magic. Alas, you can’t just hire

If you’ve made the decision to implement OKRs in your organization, this article is for you. Maybe OKRs are new to you or perhaps you’ve tried implementing the methodology in your organization before with lackluster results. Either way, you want your team to succeed. Here are some tips to help your team adopt OKRs successfully.

It is said that sales “lives by the number”. That number is usually some variation of revenue (bookings, billings, MRR, ARR…). The problem is that this number, as Jeff Bezos puts it, is an output variable, something that is an outcome of various inputs that we can control. So, the question is – what can

The use case of weighted key results is that some key results are more important than others – hence progress on the important key results should count for more than progress on the other key results. Here is a quick example that we hear a lot: Objective: Accelerate growth KR 1: Hit $40m in revenue

Have you ever wondered how other companies and organizations run their OKRs? What is common and what is rare? Are you doing the best practices or are you being exotic with your particular take? Wonder no more. At Gtmhub we serve over 300 organizations with tens of thousands of users – so we have a

When just starting with OKRs, many organizations decide to start with something simple – often a Google Sheets or Excel template. Most people think that an OKRs platform can only help them once they master OKRs, but good OKR software can help you along the whole journey. Ultimately, an organization will use OKRs and Gtmhub

The key question is not whether to use OKRs or KPIs. Rather the opportunity is to use both OKRs and KPIs to drive positive change, while managing the business as usual in the best way possible.

Royal Bank of Scotland (RBS) is one the worlds largest banks. It is also one of the worlds most troubled banks, with several long lasting hangovers still inflicting pain years after the party ended (Financial Crisis, PPI, etc). The RBS Digital Dashboard In its most recent update to the market, reporting its Q1, 2019 results,

The worlds largest banks are playing catch up. After retreating to lick their wounds after the near death experience of the Great Financial Crisis ten year ago, banks are back, fighting to demonstrate that innovation is not just a game for trendy startups. Mention the phrase “Core Banking Systems” you may either draw a blank

One of the best things about OKRs is that they are a very quantitative, unbiased way to track goals and measure success. When you quantify your goals through key results, there is no much room for interpration. If you decided that you will get 20 customer testimonials, than you progress is pretty clear – regardless

Last week we have announced the general availability of Gtmhub’s connector for ServiceNow. What is ServiceNow? ServiceNow is an enterprise solution which provides digital workflows for a variety of functions, such as: IT Workflows Employee Workflows HR Workflows and so on. Use cases Various metrics and KPIs are at the heart of optimizing digital workflows

At the beginning of each quarter, the very first OKR I define for myself is a meta-objective: Kill it with OKRs. I’ve shared this practice with numerous people, and many think that this is some dogfooding exercise – us being the OKR Platform vendor. But, no – it’s not that. As a CEO, I think that

One of the pillars of OKRs and the Gtmhub Platform is Transparency.  We believe the more information a company gives about the key priorities and progress towards these goals, the more this helps align and engage employees.  To help provide more context and transparency around OKRs, we are updating a few sections of our product

OKRs are a white-hot topic at the moment. The management methodology which took roots in technology companies of Silicon Valley is now being implemented by banks, cities, corporates; small startups and world’s largest enterprises equally. While there is undeniable hype around OKRs, some are wondering if the whole thing is not just a fad. Is

直到最近，英语还是使用 Gtmhub 时唯一可选择的语言。但在过去几个月，中国公司对 OKR 软件的需求不断增长。 为了提供更好的用户体验，并帮助我们的客户更有效地使用 OKR，我们决定推出 Gtmhub 中文版。今天，我们宣布我们平台的简体中文版面世了。 公司的用户使用 Gtmhub 时可以选择自己偏好的语言（英语或中文），并且管理员可以为加入他们团队的所有新人设置默认语言。 如果您有任何反馈意见，欢迎联系我们。 English version: Until recently, English was the only language Gtmhub was available in. Over the past few months, the demand for OKRs software from Chinese companies has grown. To offer a better user experience and support our customers to adopt OKRs effectively

Durch die Grundsätze der OKR-Methodologie werden der Fokus, der Abbau von Silos und die Transparenz in einer Organisation ermöglicht. Wir wissen, dass die englische Sprache ein Hindernis für die Nutzung unseres Produktes in vollem Umfang sein könnte. Aus diesem Grund sind wir sehr froh Ihnen mitteilen zu können, dass Gtmhub jetzt auch in Deutsch verfügbar

Don’t treat Execution like the Ugly Duckling. It’s really a beautiful swan that can save both your Purpose and Strategy from languishing in misunderstood and much ignored irrelevance.

Here at Gtmhub, we believe that when companies are explicit about their goals and have every team & individual in the organization aligned to those goals, the company is much more likely to be successful.  And today, we are excited to make alignment easier and more transparent through Gtmhub with the ability to visualize alignment

At the start of each quarter, one of the things I enjoy the most is setting passive-aggressive OKRs. Yeah, I am a lot of fun to work with. In general, I think people underestimate the potential of fringe management approaches such as embracing awkwardness or practicing the art of passive-aggressiveness – but, that’s a whole another

OKRs are simple, but not easy. The main problem people have when defining their OKRs is switching from an output (what I need to do) to an outcome (what I need to achieve) mindset. This is particularly true in functions such as software development, where releasing features [on time] and fixing bugs has traditionally been