Getting Started with culture.easy
culture.easy transforms your teams into High-performance teams, giving them the best opportunity to achieve business and personal development goals parallelly. This quick starter guide will take you through the two fundamental steps that drive the transformation.
They two steps are
- Getting the Alignment right with OKRs.
- Shaping up culture with pillars.
1. Getting the Alignment right with OKRs:
According to a Harvard Business Review article, companies with highly aligned employees are more than twice as likely to be top performers. Alignment is undoubtedly the key to amplified performance. This is what brings OKRs into the picture.
OKRs have emerged as the golden standard framework for goal-setting, implemented by several successful tech giants like Google, Intel, Adobe, and many more. Wondering why?
Every company has a mission. Yet the path to achieving that mission remains an abstract concept. OKRs enable companies to achieve their missions by breaking this abstract path into specific, actionable, measurable goals. They define expectations and bring in transparency by encouraging insights like ‘ What do we need to get done and who’s working on it?’. They connect the work of employees to the company’s bigger purposes, enlightening employees with the ‘why’ of their tasks and hence making them contribute better. When done right, OKRs reduce the gap between Strategy and implementation, boosting performance.
How culture.easy enables Alignment?
In culture.easy, OKRs are presented to the employees in the hierarchical order of ownership, starting with top-level management, cascading down to teams and individuals.
On the other hand, the tree view enables users to navigate through the srategic objectives of all the organization’s employees in one place. This view helps individuals understand how OKRs at each level connect to larger objectives through their team and span out into the company.
For more details on setting up OKRs, we recommend you to refer to our OKR knowledge base.
Now comes the slightly tricky part. Alignment is necessary, but not sufficient by itself to transform a team into a high-performance one. This is where our cultural pillars take lead.
2. Shaping the culture with pillars: