A lot of organizations say that they have a problem with always being late with setting their OKRs. For example, it’s January 15th and they still haven’t set the OKRs. What typically follows is the sense of failure, guilt, and frustration. Why are organizations late with OKRs? In my experience, the most common reason, why

It is my pleasure to welcome Stanislav Padarev to Gtmhub. Stanislav will join as a Director of Customer Success, with a singular focus on helping Gtmhub customers achieve their objectives with OKRs and Gtmhub. Stanislav is joining Radostina Chokova in the Customer Success team. Fanatical focus on Customer Success With Stanislav onboard, we are demonstrating

Update: This feature has been released – read the release notes. Just a few days ago we have published a roadmap for Q1 2018. One of the most requested features on our roadmap is the ability to align OKRs between planning sessions. In this post, I am going to share more details on the feature

The story of Mary Parker Follett is, in many ways, the back to the future type of story. Largely ignored in the 20th century, her ideas, books, and essays were living in the obscure corners of management and academic studies. Today, in 2018, her ideas are more relevant than ever. Moreover, I would say that many

Gtmhub has a feature for creating and managing org chart of your company. While some people find this feature useful in itself, in this post I wanted to explore how we use it, why it is a good idea to set it up in Gtmhub and, finally, how to do it. What is an org

Objectives & Key Results (OKRs) are a great management methodology, but implementing them is notoriously hard. Very sizeable percentage of companies that decide to implement OKRs will fail within first 6 months. At this point, organizations will face a fork in the road: abandon OKRs or try to restart the effort and avoid the problems

When building custom insights in Gtmhub, one will often use same or similar code frequently.  That code may be the HTML used for the presentation, just as well as SQL or R for the algorithm. Examples Majority of insights in Gtmhub will be a simple number with a title. This insight is displaying the number of

What separates Gtmhub from other vendors of OKRs software is the ability to connect to over 100 business systems and automatically update your OKRs. That being said, we also do support manual OKRs – typically used when the data for key results does not exist in any of the business systems. Today we are releasing

Managing people is mostly about aligning their objectives with objectives of the organization. Because these two tend to be very different, and often even mutually exclusive, things often go wrong. This list is in no way complete or even exhaustive, but it does illustrate why management is hard – and why we’ve been looking for

We have released several small improvements to Gtmhub data platform, based on the feedback that we’ve been receiving from our customers. Together, these improvements are aiming to make it even easier to work with insights and dynamic OKRs.

When people first learn about OKRs (Objectives and Key Results), a lot of times they’ll be confused how are OKRs different from KPIs (Key Performance Indicators). Admittedly, there are certain similarities between the two concepts. Two quick examples Before we start comparing the two, let us briefly examine two examples. OKRs Objective: Shorten sales lifecycle

Today, we have released a Trello connector for Gtmhub. Gtmhub is, as you probably know, a software which connects to over 100 business systems and automatically extracts and updates your OKRs based on the data already available in those systems. Why a Trello connector? People have come to use Trello for a lot’s of different

I’ve just had a conversation with a fellow agile enthusiast and a question popped up. Namely, is “Increase new sales by 50%” a good objective? The theory or best practices say that objective should be qualitative (no numbers), and key results should be quantitative (numbers). I also happen to think that in practice this works

For over two years, we have been pursuing our mission of allowing organizations to drive performance in real-time. To do that, we knew that we need to enable following: An easy and intuitive way to set and manage OKRs Connect key results to live data coming from existing business systems (think Salesforce, JIRA, Google Analytics,

Earlier this week, we announced one big addition to the way you can manage your OKRs process within the organization – Private OKRs and planning sessions. The perpetual effort for improvement of our product never stops, so I would like to share a few more tiny improvements, that make the user experience even better. Here is

Today we have released a new feature, highly requested by our enterprise customers: the ability to define permissions on planning sessions. First, the context Planning sessions in Gtmhub allow you to group your OKRs and define the time period in which they are to be achieved (e.g. from January 1st, 2018 to March 31st, 2018).

Just last week we’ve released Gtmhub for iPhone. This week we are announcing Gtmhub for Android. With the first release, we have taken the most common use cases mobile. Progress in real time, anywhere With the new companion mobile app for Android, you can track the company progress and your personal progress at any time

It is our pleasure to announce that Gtmhub is now available on iPhone. With the first release, we have taken the most common use cases mobile. Progress in real time, anywhere With the new companion mobile app for iPhone, you can track the company progress and your personal progress at any time on your iPhone.

Someone famously said that – In theory, theory and practice are the same. In practice, they are not. This November, we are organizing an OKR Masterclass in Berlin that is going to test this quote. Whereas last year in London, we focused on basics of OKRs and general theory, this year in Berlin we are

In 2012, Adobe announced it would abandon annual performance reviews. Since then, many organizations followed suit: Microsoft, Dell, Deloitte… among others. When announcing such plans, organizations often say that annual performance reviews are a “waste of time”, “cause stress” and in general are “obsolete”.