At a time when many companies are asking their staff to work from home, to avoid the risks associated with COVID-19, managers and small business owners are suddenly finding themselves in a position where they have a large group of remote workers to manage.

More and more organizations are introducing check-ins as a way of encouraging regular coaching conversations between employees and their managers and as a way of helping managers to get better visibility into their teams.

As a manager, it can be incredibly frustrating when your team is not achieving the work you expect from them. This is especially so when you are unable to understand the reasons why.

A critical part of an OKR implementation is ensuring that progress towards goals is kept up-to-date. People need to have a clear and real-time picture of what is happening in various parts of the organization so that relevant remedial actions may be made and  appropriate decisions taken when goals become at risk of not being completed by their deadline.

A new industry-wide regulation will come into affect in September 2019, which will affect all European online businesses that accept credit cards.

When we collaborate across teams on projects there are many pitfalls and challenges that can result in failure. A study for the Harvard Business Review found that 75% of cross functional teams are dysfunctional. Problems can arise as a result of poor communication around specifications of a project and around the alignment of the company's corporate goals.

When we set objectives, we need to know what will define a successful outcome. It's obvious to us that an objective such as "increase sales" is meaningless without knowing how much we need to increase sales by in order to be able to say that we achieved the objective. This is why we associate a set of key results with each objective. Key results let us state the desired outcome in a quantitive way, e.g. "Increase sales of product A by $40k per month". Whilst it is sufficient to define the progress towards each key result as simply a confidence level of achieving the desired outcome, it is sometimes more convenient and more meaningful to state the exact quantitive value of whatever metric we are measuring.

Workteam OKR enables employees to align their goals with organizational objectives. Typically, organizations follow a quarterly rhythm of goal setting, where goals are published every 3 months and employees create a new set of goals to align with these goals, to the same rhythm.

With the introduction of GDPR just around the corner, we have included a few extra features in Workteam to help your organization's compliance with the new regulation.

Companies devote endless time communicating strategy to their employees—but only a minority take it in, according to research by the University of Technology in Sydney. The researchers identified 20 companies with clearly articulated strategies and asked their employees to select their employer's strategy from six possible options. Just 29% of employees answered correctly.