Structural issues in an organization can hamper efforts and create inefficiencies. Even organizations with great corporate cultures with every member fully engaged and aligned with the company’s overall objectives, values, and mission are affected by unknown structural issues in the organization.

Organizations receive feedback from multiple sources, some feedback is solicited some is unsolicited. Nonetheless once an organization receives feedback the question on how to act on the feedback comes into play.

What is an organizational culture and what exactly does it have to do with business?

The once a year performance review system is outdated and fraught with issues. As work evolves so does HR processes and thinking, it is time we reimagine HR.

Today, HR managers and consultants talk about business culture and creating better corporate cultures. This talk often begs the question, what does it really mean to build a better business culture?

OKR stands for objectives and key results. Many leading corporations use OKRs, Google, Twitter, Uber, and others. Organizations use OKRs as a management tool. It helps corporations set goals and measure progress on those goals.

Many Fortune 500 companies use Management by Objectives (MBO) methods to create and promote goal-focused alignment within their organizations. OKR is a version of MBO that has been adopted by many large companies, most notably by Google, Twitter, and Uber. OKR stands for objectives and key results, they work for organizations, teams, and individuals.