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Text Content

Talk to Us
 * Platform
   
   Engage
   
   Engage your teams wherever they are
   
   
   Know Your TeamEngagement SurveyGuided 1:1sCustom Pulse
   Perform
   
   Build a high performance culture all year round
   
   
   Know Your Team1:1 & Team MeetingsPerformance SnapshotsAnnual Reviews
   Align
   
   Align all teams to your orgs main mission
   
   
   Know Your TeamGoals & OKRs1:1 & Team Meetings
   
 * Why Us
   
   Why SuperBeingsCustomer Experience
   People Science
 * Pricing
 * Resources
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   Resources hub
   
   An overview of all our content such as videos, blog articles and ebooks.
   
   Blog Articles
   
   The best resources on people management- all in one place
   
   OKR Course
   
   Master OKRs in just 10 days with our free email course
   
   Guides & Templates
   
   Get started on your own with detailed guides and DIY templates
   
   Case Studies
   
   See how our customers are driving performance with SuperBeings
   
   Playbooks
   
   Actionable playbooks on all things performance & engagement
   
   User Guides
   
   Get the best of SuperBeings with easy product walk-throughs
   
   Resources
   
   Resources hub
   
   An overview of all our content such as videos, blog articles and ebooks.
   
   Blog Articles
   
   The best resources on people management- all in one place
   
   OKR Course
   
   Master OKRs in just 10 days with our free email course
   
   Guides & Templates
   
   Get started on your own with detailed guides and DIY templates
   
   Case Studies
   
   See how our customers are driving performance with SuperBeings
   
   Playbooks
   
   Actionable playbooks on all things performance & engagement
   
   User Guides
   
   Get the best of SuperBeings with easy product walk-throughs
   
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   onboarding,implementation, and value delivery.
   
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THE SECRET LINK BETWEEN PEOPLE & BUSINESS STRATEGY

Accelerate growth with OKRs, Continuous Performance Management & Employee
Engagement in one unified People Management platform

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Platform


BEST IN CLASS SOLUTIONS FOR ALL YOUR PEOPLE MANAGEMENT NEEDS

OKRs & Goals
Performance
Engagement


ALIGN EVERYONE TO YOUR TRUE NORTH

Easy to use OKR tool integrated with your existing stack - whether it is Slack,
Teams, Jira, or Sheets - coupled with OKR guides, courses and expert led
onboarding consulting.

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DRIVE HIGH PERFORMANCE ALL YEAR ROUND

A flexible performance management software which enables regular manager - team
check-ins, ongoing performance snapshots and low effort annual reviews. Bye,
rater bias. Hello, eSAT!

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BUILD A WORKPLACE WHERE YOUR BEST PEOPLE STAY

A holistic employee engagement platform which enables strengths based
management, drives 1:1 conversations, and org interventions using an employee
pulse on your existing chat tools

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Our Value


WHY LEADING COMPANIES CHOOSE SUPERBEINGS


DRIVE GROWTH

SuperBeings drives growth by aligning goals through OKRs, identifying risks to
the OKRs using feedback, and mitigating those risks through 1:1 recommendations.


ENABLE MANAGERS

SuperBeings is built for front line manager success with AI driven meeting
recommendations, 1:1 templates, and learning content for all their crucial
conversations


AUTOMATE PROCESSES

SuperBeings simplifies goal setting, annual reviews, check-ins, feedback, and
action planning processes for everyone from the C-Suite to HR staff, and all
employees


PLAN INTERVENTIONS

SuperBeings holistic engagement framework and custom pulse templates allow you
to improve the entire employee lifecycle from onboarding to exit


MASTER OKRS IN JUST 10 DAYS WITH OUR FREE E-MAIL COURSE. SIGN-UP TODAY!

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Integrations


INTEGRATED WITH ALL TOOLS YOU ALREADY KNOW AND LOVE

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SuperBeings is built to make work easy for you. With our integrations, you can
seamlessly sync data with your HRIS, login using single sign-on, update goals
from systems like CRM, sheets, project management tools, git and collect
continuous employee feedback with zero context switching on slack, teams, gchat
and email.

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Who it's for?


DESIGNED FOR HR LEADERS, CXOS, AND MANAGERS


HR LEADERS

Build a culture of continuous performance management and employee engagement
with easy to use software loved by both managers and employees




BUSINESS LEADERS

Align the org to common goals, build frontline managers to drive execution &
unblock teams with daily feedback to turn strategy to results at the speed of
thought.




TEAM LEADERS

Track your team goals, understand your team's blockers and be a better leader
with guided 1:1 templates for all your crucial conversations


HR Leaders
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Team Leaders
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Testimonials


DON’T TAKE OUR WORD FOR IT. SEE WHAT OUR CLIENTS SAY.

“It's been exactly what I was looking for. Provides interesting and actionable
information in a real-time way with a very unobtrusive UI built into the chat
system”


BEN FAHLGREN

Sr. Manager, People Operations at Zippin


“It's an awesome tool. If you know how to react to the metrics, the data
generated is gold level insights for us as a growing org serious about
maintaining our culture”


MITESH K

Lead HRBP at Wellthy Therapeutics


“As a founder, you want to drive performance and culture across the company. SBs
integrated stack let's you do that. Super responsive team that listens to your
feedback!”


SUMA EP

Founder at Niswey


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DEDICATED SUCCESS MANAGER

Your customer success team partners with you right from onboarding to ongoing
business reviews and anything in between


PERSONALIZED ONBOARDING

Be it cultural interviews for engage or process customizations for perform, we
deliver a smooth onboarding experience. Every time.


LEARNING GUIDES & RESOURCES

Always feel in control with our best in class guides, courses and resources
built for helping you make the most of SuperBeings

Articles


READ THE LATEST ON EMPLOYEE PERFORMANCE & ENGAGEMENT

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OKRs
-
7
min read


AGILE AND OKRS: WHAT YOU NEED TO KNOW TO THRIVE IN A VUCA WORLD

Sudeshna Roy
Marketing, SuperBeings

It is no longer an assumption that the traditional approach to annual goal
setting and review has run its course. The VUCA world demands more quick and
adaptable business models.

While the agile values and methodology was initially created for software
delivery, you can apply the same to transform how you set and achieve your
business goals. 

In this article, we will focus on:

 * Relevance of agile and OKRs in the VUCA world
 * Importance of leveraging agile techniques for OKRs
 * Best agile and OKR framework for growing organizations




WHY YOU NEED TO REIMAGINE GOAL SETTING IN THE VUCA WORLD

Traditionally, goal setting has been a very static and long-term process for
organizations. Here are a few key components of traditional goal setting and
performance management:

 * Annual or multi-year goals with little or no interventions at regular
   intervals to realign on changing priorities
 * Top-down approach — goals being set by those at the top with minimal inputs
   from those working on the ground
 * Only annual feedback cycles and the inability to identify or address
   challenges in real time
 * Lack of flexibility to adapt to changing circumstances or situations, which
   are uncertain and ambiguous

This form of goal setting and performance management had relevance for
organizations operating in steady and stable market conditions. 

However, in today’s VUCA world, the pace of change is skyrocketing and
organizations unable to tide with the same are finding it extremely difficult to
survive, let alone thrive. 

Some of the reasons to reimagine goal setting for VUCA world include:

 * Increased globalization requires businesses to be agile and adapt to changes
   at all times
 * Focus on creating short term goals and action plans
 * Need to relook at business priorities due to changing market conditions and
   customer expectations 
 * Need to incorporate constant feedback from diverse stakeholders
 * Need to focus on collaborative goal setting over top down command




RELEVANCE OF AGILE AND OKRS FOR GROWING ORGANIZATIONS

While it may not be apparent in the first look, agile and OKRs are quite
complementary and combining the two can be a great step for growing
organizations. Here’s why —

 * OKRs can help you understand the end goal and envision what success will look
   like. 
 * On the other hand, the agile methodology can enable you to create the right
   roadmap with frequent experimentation to reach the OKRs successfully. 

Here are a few reasons why you should combine agile and OKRs for your
organization:

 * Set shorter goals for each quarter with the flexibility to look at the
   results in real time
 * Agile iterations based on learning which can be communicated across teams 
 * Shorter feedback cycles which prevent investment losses that might occur if
   the whole project/ goal has to be reworked
 * Continuous improvement with frequent retrospectives which can enable you to
   reflect on what is working well
 * Focus on collaborative goal setting and performance management with team
   autonomy
 * Agile approach to progress tracking




HOW TO USE AGILE TECHNIQUES FOR OKRS

Now that it is clear why working agile and OKRs together makes sense for growing
organizations, let’s quickly explore the top ways in which you can apply agile
techniques to your OKR framework to make goal setting and performance management
suitable for the VUCA world. 


AGILE VALUE 1: INDIVIDUALS AND INTERACTIONS OVER PROCESSES AND TOOLS

 * Ensure collaborative OKR setting, assigning OKR champions and the right team
   members to execute the same
 * Facilitate clear understanding and communication of the intention and
   expectation behind each OKR and the responsibility for every team member


AGILE VALUE 2: WORKING SOFTWARE OVER COMPREHENSIVE DOCUMENTATION

 * Focus on clear outcomes and key results instead of comprehensive literature
   on why something is important
 * Facilitate shorter feedback cycles to gauge challenges early on and ensure
   feasibility of the OKRs
 * Reduce administrative overheads and complex processes related to OKR setting
   and progress tracking by using a simple, integrated OKR tool


AGILE VALUE 3: CUSTOMER COLLABORATION OVER CONTRACT NEGOTIATION

 * Ensure continuous development by taking real time feedback from internal
   customers i.e. stakeholders in the leadership


AGILE VALUE 4: RESPONDING TO CHANGE OVER FOLLOWING A PLAN

 * Facilitate dynamic planning over a static plan with quarterly OKRs
 * Ensure adaptability to change, uncertainty and ambiguity
 * Promote short cadence to gauge achievability and relevance of key results
   early on




BEST AGILE AND OKR FRAMEWORK

In this last section of agile and OKR for better goal setting and performance
management, we will uncover the top framework. 

We have combined the best components of different frameworks like waterfall
goals, delivery agile, scaling, full stack agile, into a single framework with 5
major components that can help you enhance the complementary potential of agile
and OKR 

This approach can help you leverage the benefits of agile methodologies and OKR
framework to impact all aspects of organizational structure for achievement of
goals, including the culture, strategy, initiatives, tactics, etc. The framework
is premised on:


1. CREATE VALUE BASED OKRS

 * Focus on creating value based OKRs instead of activity based
 * Activity based OKRs are effective for specific projects, but for
   organizational goals, the focus should be on value
 * Instead of focusing only on the outcomes, have a clear understanding about
   how each of the outcomes can create value for the organization
 * The activities for each OKR should be a part of the agile roadmap and not the
   end destination

If you are struggling with combining agile and OKRs for your organizations,
chances are you are focusing on activity based key results which often resemble
agile steps, leading to confusion and inability to meet goals. 


2. FACILITATE HORIZONTAL ALIGNMENT FOR SHARED OKRS

 * Encourage collaborative OKR setting with realistic timelines and short
   intervals
 * Make OKRs team/ department specific and acknowledge avenues for collaboration
   and alignment between teams on shared OKRs
 * Acknowledge OKR dependencies between teams and facilitate transparency and
   horizontal alignment
 * Avoid splitting OKRs for a shared goal between teams, rather create
   opportunities for working together

For instance, if you have an event coming up and wish to successfully execute
the same, the objective will be common, with specific value based key results
for each team.

OBJECTIVE: SUCCESSFULLY EXECUTE THE 7TH EDITION OF OUR ANNUAL EVENT

KEY RESULTS

 * Get 1000+ unique registrations
 * Raise INR 20,00,000 in sponsorship
 * Curate 5 high impact panels
 * Get 10+ media and affiliate partners
 * Get 5000+ impressions on social media with organic promotion

If you look closely, while the objective is shared, key results are spread
across sales, marketing, and even product/ services teams


3. COMBINE QUALITY AND QUANTITY RESULTS

Your agile and OKR framework should enable you to get the best of both worlds
when it comes to results. Agile results by nature are qualitative in nature and
focus on the features that you wish to ascertain in a specific period of time.
On the other hand, OKRs are driven by metrics. Thus, you can use a combination
of the two for effective results:

 * Use OKRs to validate goals set using the agile methodology
 * Ensure each key result has a quantitative (data) and qualitative aspect
   (value)
 * Use a combination of agile and OKRs to ensure that your progress is
   positively impacting the organization

The combination can help you create an ideal balance between outputs and
outcomes which are both critical when it comes to goal achievement and
performance management. 


4. PROMOTE USE OF DATA

 * Leverage data and evidence to create your agile based OKRs
 * Instead of creating OKR based on leadership opinion alone, validate the same
   with market study
 * Don’t rely completely on hypothetical representation, undertake primary and
   secondary research to ensure relevance and perceived achievability


PRO-TIP:

Using data and not relying solely on opinions will help you set agile OKRs which
don’t under or over estimate the goals. For instance, if the market data on
traffic to a new website in your industry is 20,000 clicks in one week, your OKR
can focus on reaching 25,000 to make it aspirational but achievable up to 80%. 

However, if you set the target at 50,000 or above, it will become too far
fetched and the team might not even strive for it. On the flip side, if the
target is only at 10,000, it will not encourage your employees to push the
boundaries. Thus, you need to replace opinions and command OKRs with data backed
experimentation.


5. BUILD SELF ORGANIZING TEAMS

 * Provide you teams with a clear idea of what the larger vision looks like
 * Encourage them to set their own OKRs and help with a direction to achieve the
   same
 * Facilitate team autonomy and empower your team members with the right tools
   and resources like SuperBeings to not only set OKRs, but also track progress
   in real time and grade them at the end of the cycle. (Learn more)

Self organizing teams are important for growing organizations as they
proactively take onus and ownership of achieving OKRs and lead to a greater
degree of success. Step away from controlling detailed plans for each OKR and
encourage the leadership to provide direction. 




WRAPPING UP

To conclude, if you combine agile and OKR, you have for yourself a clear model
for success which you can easily apply to goal setting and performance
management. Furthermore, leveraging the right technology resources can help you
stay on track and enable you to thrive in the VUCA world. 

OKRs
-
6
min read


HOW TO CREATE A HIGH PERFORMANCE CULTURE USING OKR METHODOLOGY?

Garima Shukla
Marketing, SuperBeings

Like most fast growing organizations, you might also be leveraging the OKR
methodology to set, implement and facilitate effective goal setting to maximize
growth. If not, you should start using OKRs ASAP.

OKRs not only provide an excellent goal setting framework but also drive high
performance when implemented strategically. Most importantly, with enhanced goal
visibility and transparency, OKRs ensure that everyone is on the same page which
is the foundation of a cohesive and high performing culture. 

In this article, we will discuss 8 ways in which you can adopt the OKR
methodology to build a thriving company culture.




USE OKR METHODOLOGY IN 8 WAYS


1. FOCUS AND CLARITY

A high performance and thriving company culture is based on the foundation of
clarity and focus. When there are 100 things to focus on, your employees will
eventually lose sight of what’s actually important and might feel burdened with
non-priority tasks. This will lead to a poor employee experience and limited
productivity, both situations that prevent an impactful culture.

However, when you apply the OKR methodology, you will be able to limit your
focus on 3-5 top priorities which will attract attention, energy and efforts
across the organization. You will then be able to create a high performance
culture by dedicating all your resources to the key priorities to realize
impact. 


2. COLLABORATION AND ALIGNMENT

A culture that thrives on collaboration, teamwork and alignment is one which
creates maximum impact. The OKR methodology can help achieve this in an
effective manner. On one hand, everyone is clear about their role in the OKR
achievement, which makes collaboration seamless because everyone is on the same
page and no one steps on the shoes of others. 

On the other hand, OKRs can help your employees align their responsibilities and
tasks with the overall vision of the organization, motivating them to contribute
to the big picture. 

To learn more about how to align teams using OKRs, read this


3. AGILITY AND RESILIENCE

Recent times have shown that uncertainty and ambiguity will continue to mark the
new normal. Thus, a culture of agility, resilience and responsiveness is
critical for fast growing organizations. The OKR methodology can help achieve
the same. 

OKRs are cognizant of the changing environment and have the flexibility to be
adapted to the same. 

> More importantly, you can leverage the OKR methodology to foster a culture
> that focuses on outcomes and is not fixated on the tasks to achieve the
> outcome at hand. 


4. CONTINUOUS ENGAGEMENT AND REFLECTION

One of the top challenges of building a great company culture is a siloed
approach and annual reflection. This leads to surfacing of major risks and
problems which result in high rates of attrition, absenteeism and lower levels
of motivation, productivity, etc. 

However, the OKR methodology adopts an approach of continuous engagement and
reflection. You can create a regular cadence to check OKR progress for each of
your team members, even daily is effective. 

This continuous engagement and reflection can enable you to preempt risks before
they surface and leverage the power of communication to address them in
real-time. Invariably, a culture built on continuous engagement leads to greater
impact and high levels of performance as well as employee satisfaction. 


5. TRANSPARENCY 

The lack of transparency is one of the key obstacles for many fast growing
organizations that seek to create a thriving company culture. A way out often
seems difficult to navigate. Fortunately, the OKR methodology can help address
this challenge as well. When you use OKR, especially with the support of an
effective OKR tool, you can facilitate high levels of transparency. 

Everyone in the organization will not only know their role, but also will have a
complete view of the level of performance for others. Such transparency can help
you increase coordination of efforts and give everyone the visibility of what’s
happening across the company. 


6. NON-HIERARCHY

You may agree that most fast growing organizations these days seek to replace a
strict hierarchy with a more flat organizational structure that facilitates
inclusion of diverse ideas, thoughts and opinions. However, many struggle when
it comes to actually implementing this thought. 

Adopting OKRs can solve this problem.

> By nature, the OKR methodology is based on a collaborative foundation where a
> top-down approach compliments a bottom-down approach for goal setting. 

This suggests that while the skeletal structure of the goals might be laid down
by those in the top leadership, you can give all employees the freedom and
autonomy to create OKRs for their teams and verticals. 

When your employees participate in setting the OKRs they have to execute, the
level of ownership is much higher. Thus, you can leverage the OKR methodology to
create a thriving culture built on greater ownership and a flat organizational
structure. 


7. OPEN COMMUNICATION AND FEEDBACK

With a focus on continuous engagement and reflection, the OKR methodology can
help you facilitate open communication and feedback. Many studies have shown
that a culture that facilitates regular feedback along with open channels of
communication is more likely to thrive than one which does not. 

In the OKR methodology, when you constantly track your OKR progress (download
our free template for tracking OKRs), you will be armed with data backed
insights to offer regular feedback for your employees. Furthermore, you can also
leverage the same to start meaningful conversations with your team members in
case you feel that there is any kind of disconnect. Such open communication can
help you create a truly inclusive culture when employees feel their voice is
heard. 


8. ACCOUNTABILITY AND RECOGNITION

Finally, a company culture that thrives has two major components supporting it,
accountability and recognition.

 * On one hand, only when your employees are accountable will they give in their
   100% to create a high performance culture. 
 * On the other hand, if you don’t recognize the efforts of your employees
   frequently and in an effective manner, they are bound to feel demotivated
   with a lack of encouragement, leading to a poor employee experience and
   culture. 

The OKR methodology is an answer to both these challenges. 

 * First, being regularly reviewed, tracked and organization wide visibility
   makes accountability a given for fast growing organizations leveraging OKRs.
   Since everyone knows what the other person is responsible for, there is a
   development of a culture of accountability. 
 * Second, with regular tracking, monitoring individual progress becomes
   seamless for managers. Invariably, they can track the performance of their
   team members and recognize efforts in real time. This leads to a culture of
   recognition which is bound to see high levels of engagement, motivation and
   satisfaction. 




EMPOWER YOUR CULTURE WITH THE OKR METHODOLOGY

Now that you know how the OKR methodology can help you in many ways to create a
thriving culture, it is also true that as a fast growing organization with
multi-pronged focus, leveraging OKRs is a challenging task. To address the same,
you can collaborate with an integrated OKR tool like SuperBeings to automate the
OKR adoption and maintenance.

With SuperBeings, you get to — 

 * Keep OKRs at the center of your business activities by aligning everyday
   tasks 
 * Reduce friction in goal management with zero context switching (by
   integrating Slack, Teams and Gchat)
 * Stay ahead of risks with a bird's eye view on key OKR status as well as
   compare progress over time with automated daily OKR tracking
 * Connect OKRs with Meetings tool to automate OKR check-ins and empower
   managers with data-backed AI driven actionable templates for meaningful
   conversations

Learn more about the OKR tool here. Otherwise, to see this in action, book a
quick call with one of our experts. Also, get all your questions answered on the
same. 




SEE ALSO

How to Run a Successful OKR Progress Review  

The complete guide to adopting OKRs (PDF)

Master OKRs in just 10 days: Free email course


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