For the past 3 years, we have been building Gtmhub, helping organisations large and small to align around inspiring objectives, take massive action and deliver measurable results. During this time, “large and small” has meant “mostly small”. But slowly and surely, things have changed. We ran some numbers on the past 30 days of inbound

Until today, all Gtmhub customer data was located in our EU data center in Amsterdam, Netherlands. Over the past six months, North America has become the single largest market for Gtmhub. To offer better performance, comply with various regulations of both public companies and government sector, we have decided to launch a new data center

To help organizations improve employee experience and drive performance, we have released several new features in Gtmhub. In this post, I will focus on the new Feedback module, which allows for a quick, agile and light way to get and request feedback from colleagues. What can you do with the new Feedback module? Gtmhub supports

Having spent most of my professional life leading Human Resources teams with global investment banks, consultancies and technology companies – and many smaller, fast-growth tech SMEs around the world – I’ve honestly struggled to end every day with my head held high. I remember sitting around the table with these powerful creatures who had reached

Are you paying attention to your fail factors? There has been a lot of attention on the idea of North Star metrics, measuring what matters, and other ways of tracking and driving performance improvements across all areas and all levels of the organisation. The corollary of identifying such performance metrics, or success criteria, is that

This is a guest blog from Jeff Gothelf, Author: Lean UX and Sense & Respond. You can follow Jeff’s blog, follow Jeff on Twitter, or visit his website. So you’ve made the leap to Objectives and Key Results. Congratulations. And you did it right. You wrote qualitative objectives that were aspirational and inspirational. They’re aligned

Every organisation we work with strives to perform better every day. They are on missions to change the world for the better, in their own unique ways. The people who work there are smart, and resourceful. But the world does not serve up any free meals. Read on to find out what makes a winning organisation.

Recent top headlines on CNBC: “Dow falls more than 150 points after US unveils new tariffs on Chinese goods” “European markets lower on trade war concerns (FTSE -1.08%, DAX -1.47%, CAC -1.30%)” “How Trump’s NATO summit and Putin meeting could shape the future of the West” “Facebook faces UK fine of around $660,000 after data

It is with great pleasure that I am welcoming Jeff Wellstead to Gtmhub. Jeff has been a long time friend of Gtmhub, and will now join us in our quest to help companies be successful with OKRs and elevate their employee experience. Gtmhub keeps adding customers at a double-digit rate, many of which are enterprises.

We all know that Objectives and Key Results (OKRs) are about alignment, focus, engagement, and transparency. In the real world, however, there are situations when there could be too much transparency. When private OKRs make sense? Many of our customers have shared with us use cases for private OKRs. Personal OKRs Many time managers and

Gtmhub helps companies grow faster and deliver an awesome employee experience. To learn what other companies are doing to grow and build a world class culture, I attended Saastr Europa in Paris on June 15, 2018. Summary Is it worth attending Saastr? If you’re a pre/seed/A-round company, then most definitely attend, one way or another.

Investors love scalable businesses. Matt Clifford calls founders going through the company builder Entrepreneur First ‘scale seekers’.  Philosopher and mathematician Nassim Taleb introduced me to the concept of ‘convexity’. The best investments leverages limited downside (lose your investment) with a disproportionately large upside (capture a global market), and economies of scale.

Did you ever wonder how Google (aka Alphabet, but I’ll use Google throughout) became one of the most successful companies in the world? As a user of Google (probably) and perhaps as an investor (hopefully), or maybe just as a fascinated bystander, you recognise Google as a great product. Something that works so intuitively that

Why engage Gtmhub? From my 1st day at Gtmhub, my personal objective has been to prove that it is possible to combine professional performance with personal happiness. For a long time, employees everywhere have sacrificed personal health, and happiness in favour of professional performance. This is no longer a requirement. Competitiveness, growth and long term

Gtmhub product team has been busy in May. The biggest change was actually invisible, as we have moved our entire cloud infrastructure from Docker Cloud to Open Shift. While this was a monumental effort, users would typically not care – but we have increased the performance of the services by almost factor of three. Put

Coming up with OKRs, in the beginning, is often hard. OKRs make a ton of sense when someone else tells you about them, but many will have a writer’s block when creating their own OKR for the first time. One of the most common dilemmas is – can Objectives and Key Results contain tasks? The

I am honored to be speaking at London Tech Week this year on the two topics I am especially fond of – agile and data. Data Festival agenda is all about using data in the practice and I will join industry veterans from Google and Barclays in sharing our experiences. I’d love to catch up

Do you want to join a highly ambitious, international SaaS technology startup and build a career in sales? Do you want to work with a groundbreaking product, created by some of the best engineers on the planet? Are you looking for a company that will invest in your development, support your professional growth and listen

Today I’ve talked with two different companies, which coincidently have the same problem. Namely, they’ve recently adopted OKRs and in each of these companies, there is a team being extremely dismissive of OKRs. In the first company, it is the marketing team. In the second company, it is the product management team. Both of these

In a study by Psychometrics, when asked what leaders could do to improve employee engagement, 58% people have said “Give recognition”. Similar research, done by SHRM, showed that organizations spending 1% or more of the payroll on the recognition are 79% more likely to see better financial results. Bottom line – giving credit where credit is