It’s easy for a CEO or executive to make the mistake of assuming that their people understand their company strategy, but if you’re not using a goal setting system like OKRs to communicate your most important strategic statement, the majority of your employees are misaligned with your direction and priorities. Read More >
If you’re using OKR goals, you may already know that they can be used alongside KPIs because the Key Result portion of an OKR naturally encompasses KPIs. Read More >
Recently I came across a Quartz article discussing Zappos’ struggle with Holocracy. While it explores the system’s original intent – which was to use increase organizational agility through a computer-like operations driven by productivity – the article also examines why it’s failing. Read More >
One advantage of OKR goals is how they support ongoing feedback. Here, we discuss 360-degree feedback as a powerful alternative to annual reviews. Read More >
In addition to using ongoing feedback and an effective goalsetting approach like OKRs to encourage excellence in their teams, there are some inherent qualities certain individuals have that make them great managers. Read More >
Here at Atiim, we’ve learned much from Google’s example, from their approach to OKR goals (which you can read more about here) to their management practices. Read More >
No CEO wants to witness their employee satisfaction index decline, but the ways in which you address the issue will determine how well you recover from it. Read More >
If you’re a C-level executive or manager, it’s not enough to be measuring your corporate or team goals alone. You must also have a role/position goals list for each of your direct reports and use a system such as OKR goals to monitor and measure each goal to ensure your corporate objective are being met. Read More >
Your company’s ability to maintain steady growth is dictated largely by your cross functional teams’ ability to stay aligned with corporate goals. Without a goal setting system such as OKRs (Objectives and Key Results) in place, there is no way to achieve or sustain horizontal alignment, and cross-functional teams will fail as a result. Read More >
Trust in the workplace is essential to driving productivity and raising profitability. Employees who trust their colleagues and organization as a whole are more productive, engaged, committed, and collaborative. Read More >
Goldman Sachs recently announced their plan to join the ranks of companies that have switched to real-time feedback with regular check-ins. The new ongoing feedback loop will provide an outlet through which employees can send and receive instant exchanges with managers. Read More >
Here at Atiim, we often encounter questions about linking pay to OKR goals. In past posts, we’ve analyzed the possible concerns and potential advantages of tying OKRs to compensation, and you can read our overview of the topic here. Now, we’re going to look specifically at whether or not you should link bonuses to OKRs. Read More >
In the past, we’ve discussed why annual reviews are ineffective, and why companies are upgrading to more powerful management tactics like OKR goals. Now that there’s no annual review to inform pay decisions, many executives wonder how to approach compensation. Read More >
Continuous, real-time feedback is a critical aspect of modern performance management. When coupled with a powerful goalsetting strategy like Objectives and Key Results (OKRs), a two-way ongoing feedback loop keeps teams focused, engaged, and results-driven. Read More >
Oftentimes, operational silos are borne out of necessity within companies. For small to midsize organizations, departments such as IT, sales, marketing, and so forth may have naturally begun operating autonomously. For global enterprises, operational silos could be a result of acquisitions and mergers. Read More >
John Doerr is one of the first individuals to have worked with OKR goals (Objectives and Key Results) under the leadership of Andy Grove at Intel. Read More >
Trying to sum up what a CEO does might seem impossible. After all, if you’re a C-level executive yourself, you might wonder if the better question is: What doesn’t a CEO do? Read More >
Most CEOs and executives wouldn’t be surprised to find out that not every employee knows their company objectives, but it turns out that without using an effective goal setting system such as Objectives and Key Results (OKRs), only a very small percentage of the workforce may understand the key priorities in your company. Read More >
