Need of Remote Teams
Work is something you do, not somewhere you go. Execute with agility and drive performance across your org. even when everyone is remote.
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Work is something you do, not somewhere you go. Execute with agility and drive performance across your org. even when everyone is remote.
Get Started Watch Our OKR Services Video
Pre to post Covid 19 world made most of HR departments to be agile in their performance management approach. HR is now actively exploring and implementing new age and effective PMS solutions to engage and motivate employees to perform remotely at their best.
Performance Management Software and CFR (Conversations, Feedback and Recognition) Apps 
together provide a clear path to setting and achieving the most inspired to the most trivial goals businesses and teams pursue.
Creator of the S.M.A.R.T acronym. © Ref. Wikipedia® 
Using 
out-dated internal application 
or non relevant to today's context. No worries, 
we have vertical solutions based on your budget and pain points.
CEO always would want PMS to help org. or team to aim high, move fast, and excel. Not just automating what exist today. Check out our SSO options with 
Complexity, statutory and budget constraints makes difficulties to upgrade your HRMS. Upgrade and auto-fill data by 
Jira KPIs and digitize an automatic PMS 24/7/365.
Conversations, Feedback and Recognition tools (
) facilitate regular, productive conversations to maximize employee performance.
Implement Continuous Performance Management using Conversations, Feedback and Recognition 
apps. Continuously update employee effort, success probability, and comments with CFR tools 
.
Keep managers up to date on activities they are working on specific goals, what their priorities are and the progress you are making
Request and share real-time CFR from peers on achievements
Capture live summary on achievements to discuss during 1:1s and more easily prepare for the more formal PMS assessments
Track team’s progress against goals, ensure they are working on what matters, and easily provide actionable feedback
Access activities, achievements and feedback to hold more effective performance check-ins when meeting F2F or remotely with employees
Share simple coaching, placing emphasis on what employees have done well and what they can do to improve their future performance
Track how often 1:1s happen and remind employees and managers to not forget to hold them regularly
Guide managers on how to provide simple and effective performance coaching in CFR apps
Provide orientation on the CFR activities in channels
Encourage employees to configure automatic Key Performance Indicators updates using Jira tool
Develop the right performance management process automation for your company and drive business impact.
Get better goal reviews, promote faster user adoption, and increase check-in rates and 1:1s.
Encourage managers to use "Ask for Feedback" and "360° Feedback" approach to assess objectively
Identify high and low performers based on 9 Box grids to retain rock stars and develop with SMART IDPs.
History of OKR: In 1975, John Doerr, at Intel, attended a course by Andy Grove where he was introduced to the theory of OKRs, then called "iMBOs" for "Intel Management by Objectives". In 1999, Doerr, introduced the idea of OKRs to a start-up Kleiner Perkins had invested in . Doerr published Measure What Matters in 2017. Larry Page, the CEO of Alphabet and co-founder of , credited OKRs within the foreword to Doerr's book: "OKRs have helped lead us to 10× growth. Since becoming popular at , OKRs have found favor with several other similar tech start-up organizations including 
, 
, 
, and .
Ref: 
Wikipedia ©
Google - OKR VideoGoogle Ventures Startup Lab | GV partner Rick Klau covers the value of setting objectives and key results (OKRs) and how this has been done at Google since 1999. Understand the key attributes of effective OKRs and how to apply them in your own organization.
Ref.: © GV (Google Venture). GV provides venture capital funding to bold new companies. Launched as Google Ventures in 2009, GV is the venture capital arm of Alphabet, Inc., Mountain View, CA, USA
Our list of all resources for you, click below;
Manage post COVID-19 world! We help you create your own OKR playbook and leverage our intellectual assets, tools and experience.
Develop strategy for OKR implementation with purpose, business decisions and stakeholders buy-in.
Facilitate fear and risk free conversations on priorities, build right culture and create mutual trust.
Establish sense of ownership with transparency. Set time-line for progress check-ins and course corrections.
After our executive level meeting with CEO and sponsoring team, we would offer customized services (coaching & software), shown below.
Covers core concepts. Samples of OKR and cycle, grading with risks and culture. Coaching, Training internal OKR Champions.
Workshop covers drafting effective OKRs, analysis, guidelines, hands-on sessions, validation and Feedback.
Helps in OKR alignment between departments, finalization and publication. Check-in process facilitation and quarterly audits.
As per scope automates the OKR processes, workflows, best practices and configuring the tool with user training and go-live.
Integrates with CFR approach, tools, apps (Microsoft Teams and Slack ) to Automate Team Collaboration on Goals.
Covers Coaching VAS (value added services), OKR++ or Talent Management add-ons and on-demand data integration.
Oh no! quite abvious right. If a book can make 10X growth, this world will be full of Google. It is your focus, actions, and implementation that determine.
Publicly available to the entire company
Not directly related to performance evaluation
Set, reviewed, and revised quarterly (and annually)
Need to be supported by leadership, (simple) tools, and (lightweight) process
Learn how a simple goal setting technique called OKRs propelled Google, The Gates Foundation, and Bono to exceed all expectations.Ref. Measure What Matters, World's 1st & #1 Book on OKRs
May or may not be measurable but must be strategic (example: accelerate revenue growth)
Must link to (a) the OKRs at the next level up (b) what the individual wants to work on
Limited to 5 objectives
Mostly (60%) set by the individual
Objective score is the straight, equal weighted average of the key results grades (avoid weighting)
This is Google's approach to OKRs. Your approach may-and shoud differ.Ref. Measure What Matters, World's 1st & #1 Book on OKRs
Must be measurable (example: launch a new product or feature; achieve win rate of x%)
Should be a little uncomfortable so that you are always striving
Self-graded quarterly (they should average 0.6 or 0.7, So there is room for improvement; 0.4 or below is bad, but a learning opportunity, not a "failure")
Limited to 4 key results per objective
"MWM" is not a text book. It is more of a handbook, field guide and stories to achieve excellence by setting their goals.Ref. Measure What Matters, World's 1st & #1 Book on OKRs
Our Software integrates with popular business applications, authentication providers and HRIS. Bridge the disconnect between strategic, operational and performance management systems.
Our strength is focussed talent management software implementation experience, deeper understanding of performance management domain and proven product to market fit, leading a short and successful implementation.
In house principal OKR coach, qualified consultant and MNC experienced professionals (>60 Yrs.) to provide a complete end to end "full OKR implemenation" services, including training to your internal OKR Champions with knowledge transition.
Comes with our backend remote support infrastructure, expertise for a systematic go-live.
Millennials friendly modern UX design, built-in user tips/tutorials, free OKR & CFR samples & user training
>8 Years of excellent product-to-market fit software engineering maturity at SMBs to MNCs across industries clients
Unique best practices, innovative implementation with digital product adoption tours for users
First of its kind tools integration with HRIS, KPI data source, SSO, User adoption for OKR and Talent Management products
Check out our designs by UX experts, In-app live flows, Online multimedia tutorials, tools integration and world-class support & training.
Performance Management Software and the Skills2Talent’s continuous support is remarkable. We are happy and would like to thank PMS expert team for their fast response in solving our queries. Keep it up!
The overall experience has been great with Skills2Talent’s Talent Management Software. It is easy to set-up, has a polished user interface (UX), in-depth functionalities and always with awesome support!
Manager – HR, Jamboree Education Pvt Ltd.
We are using Skills2Talent since Y2018. A very handy and easy application with lots of good features. Our HR & Talent Management processes have become more organized and prompt. I am very much satisfied with their quick, on time response and quite appreciable.
Aim of automation in Recruitment & PMS. The struggle which we were facing in paperwork has been resolved while using this tool. It has enhanced our productivity. It's user-friendly. We are very much satisfied with the services which they are providing on a daily basis and glad to implement Skill2talent Software.
From 2016 we have subscribed with Skills2Talet SaaS. S2T’s Performance Management System rollout has brought PMS transformation and the product is very helpful for us. Several configurability and powerful workflow management makes our life easy to customize ourselves and meet requirements. Their customer service is excellent and always reachable by Instant Chat/Ticketing/Phone/Email/User Manuals and self-learning built-in digital product adoption live workflows.
Our challenge was to automate PMS best practices as per our company processes. Skills2Talent Continuous Performance Management System is extremely flexible and is so user friendly to our talent capital. Since Y2018 S2T PMS platform offers greater flexibility to HR, line managers and team to strategize, trigger and bring performance as a culture across organization. Their online support framework is very comprehensive and has been a great pleasure. We are glad to have them as our HR technology partner.
We are using Skills2Talent Talent Management Software from 2015. It is extremely user-friendly application. It has great features and it is very robust. The support team is very responsive and quick.
Digitize Your Talent Management processes in one unified platform to manage OKRs, CFR, Continuous PMS, L&D and Core HR in one system.
OKR Stars™ is the world's "first" OKR + CFR combined and only scalable services including Talent Management products (Skills2Talent™) from same company. Convenience of getting Full Implementation Services and SaaS as one stop solution.
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