After alignment and focus Employee Engagement represents the greatest obstacle to superior strategy execution. We know that more highly engaged workgroups generate higher profits and incur less attrition. So how does an organization build employee engagement?
Our blogs tagged Employee Engagement discuss how clearly defined goals, written and shared freely throughout the organization in an OKR implementation, create Employee Engagement and job satisfaction.
In his 2018 NY Times bestseller, “Measure What Matters,” John Doerr relates that as the OKR (Objectives and Key Results) methodology continues to gain popularity, more companies are, “adopting robust, dedicated, cloud-based OKR management software.”
Can you imagine continuing a corporate practice that devoted eighty thousand manager hours to an antiquated process that accomplished nothing more than to alienate employees and contribute to attrition?
Google, Adobe, Microsoft, and other leading companies have all ditched the annual review citing poor ROI. In its place, they use ongoing performance management tactics like continuous feedback loops and OKR goals.
Here at Atiim, we’re always looking for new ways to give executives tools to oversee their teams effectively and accelerate results, which is why we routinely provide insights to OKR goals best practices and explore management topics.
When managers and executives first begin implementing modern day performance management tactics like ongoing feedback and OKR goals, they often seek out resources to help ease them into the new approaches.