In this guide, we have tailored the perspective on OKR specifically for remote or hybrid teams, with an emphasis on practical support for implementation and, most importantly, maintaining its operation
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The evaluation of performance of individuals in a team and the entire organization is more complex than it might seem at first glance. That is, if it is truly intended to lead to a more extensive shift in the company. If you believe that performance management involves only annual evaluations of employees’ KPIs, you are likely overlooking effective methods for aligning the goals of employees and the company. By replacing sporadic assessments with a plan and ongoing performance communication, you significantly assist in clear direction toward success. This includes defining goals, expectations, and feedback tools for the organization.
Performance management represents a comprehensive strategy that influences the corporate culture, operating principles, and results of the entire organization. It informs employees and collaborators whether they are on the right path, explains the importance of their work, and demonstrates how they contribute to the development of the team and the company as a whole.
Performance management also provides answers to questions such as, “Am I successful at work?” “Do I bring value to the company?” and “Am I easily replaceable?” so that people in the company do not feel uncertain and do not consider seeking other opportunities.