Stay on top of the main trends and best practices in HR and Performance Management with Qulture.Rocks!
Since starting Qulture.Rocks, we've noticed a gigantic opportunity in helping companies implement some system that could serve as a management backbone around which everything in the company could revolve and organize.
Performance appraisal is a structured assessment of a team member's individual performance over a given period of time, the goal of which is to improve the company's performance by improving employee performance.
Whenever I'm going through tough times, I - like 100% of other entrepreneurs - consider what life would look like if I wasn't running my startup. What if we sold the company? What would I do the next day?
A very common worry amongst founders is how rapid scaling might - negatively - affect a startup's culture. By culture, I mean a system of rituals, incentives, values, stories and other "cogs" that produce a given set of behaviors in the members of an organization.
It's only recently that I've come to grips with what our mission is at Qulture.Rocks. It has always been clear to me that there's something about helping people and companies grow. For some time, we've said our mission was to help companies create cultures that rock, which fits nicely with our brand, but that didn't give me butterflies in the stomach. It's a crucial consequence of our work, but not our why.
More important than the definition of OKRs are the rituals that form their cadence: what we'll call monitoring. Monitoring is where the rubber meets the road. It's where the benefits of OKRs (performance, excellence, alignment, and learning) come to life and produce better results across the enterprise.
Many interesting things happening in the business world: Jeff Bezos' annual letter to shareholders, Disney's subscription service announcement, Eric Schmidt's book about Bill Campbell being released. Very cool stuff to keep any thinking mind very busy.
The other day I was invited to give a talk at a customer's annual strategic planning offsite. I was honored and humbled by the invitation, because they had asked me to talk about a very dear subject to me: how to build the high performance organizational culture.