One of the first questions you may face when you decide to implement OKRs in your organization is who exactly should own OKRs: employee, team (under team, we also understand divisions and departments), or some mix of both. In practice, companies do all three. In this post we are going to explore how to approach this

There are two ways to use OKRs. From one side, we can look at the objectives and how well are they being executed. On the other side, we can look at people and teams, and see how well are they executing against these objectives. With the latest updates, Gtmhub is delivering the people centric perspective on

So, you’ve decided to take the plunge with OKRs. You’ve seen the video on how Google sets OKRs, bought into the whole alignment-transparency-engagement promise and you are ready to see hyper growth in your business. In more practical terms, however, you’ve been staring at the blank screen for the last 30 minutes wondering just how in

We all seek purpose in our lives. Although companies embody a very simple and singular purpose, to make money for its shareholders, most people require something more.  A company’s purpose, such as it relates to its human stakeholders, is enshrined in the company mission. The company mission statement describes succinctly what the company does, and

  “As soon as possible”, said Rick Klau, a partner at Google Ventures, in response to a question about when a management team should adopt OKRs. I mean, do you want to delay organising and executing your goals? Do you want to delay good results? When do you need better focus, alignment and accelerated growth,

We have just released a major new update to Gtmhub product: planning sessions. In short, planning sessions allow you to organize your objectives in time periods, such as quarters or months. After talking and observing how our customers use Gtmhub to manage their OKRs, we have observed several things that keep coming up.

We are working closely with clients every single day and have a good insight into how OKRs are being implemented in real world, together with obstacles that are being faced. I’ve written about some of these obstacles in the post describing our experience with OKRs. What we have seen time and time again, is that

I am excited to announce that we have released first version of Gtmhub mobile application, now available on the iTunes.

  This series focuses on first hand accounts, anecdotes from the dark days before OKRs. They are necessarily anonymized, and however much like episodes from the Twilight Zone they might sound, we assure you they are all ungarnished, true stories. Indeed, if you would like to submit your own story for publishing on our Blog, I

At Gtmhub, we are big believers in OKRs. Shocking, I know. In this post, I am going to write about our experiences in implementing OKRs, what went well and where we made mistakes.

The characters of Silicon Valley, the TV show and the actual Silicon Valley, love to position themselves as part of the solution to most of world’s problems. On-demand recyclable throw-away cutlery delivery service? We’re saving the world, one elitist dinner party at the time. Self-driving hot dog carts? We’re saving the world, one drunk, hungry

Measuring the usability and the overall user experience wasn’t very popular for many years, mostly because it requires a lot of resources – suitable facility, time, evaluators etc. Fortunately in the last few years the interest in the usability tests even with the small vendors increased. There are now online services that would do the

My eldest daughter is in Year 2 at primary school in the UK, and has had experience of public speaking on a few occasions. I have an event coming up where it looks like I’ll have to speak in front of 100+ people. I haven’t done that in a long time. I decided to ask

Let’s break it down. OKR (oh-kay-ah) stands for Objectives and Key Results. D-OKR stands for Data Driven Objectives and Key Results – or D-OKR (Pronounced doe’kah).

Moore’s Law, named after the Co-Founder of Intel Corporation, describes an observable, exponential increase in microprocessor power over time. In this article we argue that far from a fundamental law of the universe, in reality Moore’s Law provides a masterclass in defining a mission statement for an Objectives and Key Results led company from one of the

Should your company adopt Objectives & Key Results (OKRs)? Is a purpose-led workforce with the latitude for real decision-making really important? Or do you suspect it’s an attractive sounding path to much chaos without effect? Or perhaps, could it really be the key to moving the needle? To answer these questions let us first explore two schools

Bottom Line: The goal of delivering real-time insights capable of supporting the decision making process at every level of the organisation, from the intern to the CEO, remains out of reach. Request a demo today to see how Gtmhub enables blended analytics to democratise insights, and power decision making at every level of your organisation.

In this article we’ll review three of the most common organisational structures, team-based, matrixed, and hierarchical, and discuss how each type of organisation affects the implementation of Objectives and Key Results.

Bottom Line: OKRs – a route to mastery, autonomy and purpose, and happy and motivated employees. Daniel Pink’s 2009 book, Drive, turned our understanding of what motivates people upside down. In this article we take a look at how OKRs can help employees achieve mastery, autonomy and purpose, and ultimately greater motivation and happiness.

In this article, we take a look at the history of computing and propose that the next phase will be driven by customer demand for performance as a service, rather than Apps, or Software as a Service. We also take a look at the concept of performance management, including a brief overview of a performance