01 Nov
Employee Experience Through the Ages
For a very long time, customer experience was everything that mattered to organizations. This did make sense too. After all, it is the customers who decide whether they want to pay for a business’s product or service. The right customer experience can ensure better profits undoubtedly! However, even a few decades back, while customers were...
29 Oct
Practical Examples of Objectives and Key Results
Key Guidelines for setting OKRs Company’s and CEO’s strategic Objectives and Key Results are defined All departments make their own OKRs in alignment with the CEO objectives—the OKR procedure works best when it draws on capability at each stage of the association to help the company win Gather feedback from teams and allow for iterations...
25 Oct
Why do CEOs need to prioritize Performance Management?
Performance Management (PM), in the past, has only been about picking up information to base performance appraisals on. Thankfully now, the top-level executives of many organizations have realized the importance of a good PM system and are actively exploring various ways these processes can catapult their company performance and grow their people. However, as long...
22 Oct
Top HR Technology Trends for 2022
As businesses recover from the pandemic, nothing will remain as usual in the HR world. Here are 6 HR technology trends that will make a difference. Know the 6 HR technology trends that will revolutionize the way businesses function and succeed. Gear up to focus on employee experience like never.
18 Oct
How Can Startups Implement OKRs?
Objectives and Key Results (OKR) is a goal-setting framework that has become very popular in the recent past as a solid part of defining goals, tracking and achieving them. Andrew Grove who was the CEO of Intel was the first person to introduce OKR to a larger audience. Right now, most of the top brands...
01 Oct
KPI vs. OKR: Which is Better?
When it comes to successful Performance Management, goal setting plays a very important role. Even high-performing individuals and teams start to slack and lose sight when they are presented with arbitrary or subjective goals. Even after you set relevant goals, if the right tools and techniques to monitor and track results are missing, the urge...
