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