OKRs (Objectives and Key Results) are one of the best agile goal-setting frameworks. But people often struggle with writing effective OKRs. And the main reason? Writing vague objectives and non-measurable key results.

OKRs (Objectives and Key Results) have become the gold standard for tactical goal setting, promising alignment, focus, and growth. But for many teams, the initial implementation feels more like a frustrating slog than a productivity revolution. Why? Because OKRs, like any powerful tool, need to be understood, practiced, and refined. If you’re finding your OKRs falling flat, you’re not alone.

Check-in meetings (a.k.a. 1:1 or one-on-ones) play a crucial role in agile performance management. It is a continuous feedback technique that helps teams stay aligned, address challenges proactively, and ensures employees feel heard and supported. However, a lack of structure, waning interest, and poor motivation often turn these meetings into routine checkboxes rather than valuable opportunities for alignment and growth.

Employee turnover is expensive. And with replacement costs almost twice the employee’s annual salary, businesses—big or small—can no longer afford to ignore its impact. Instead of passively accepting employee departures, forward-thinking organizations are now investing in proactive retention strategies to keep their top talent committed and engaged.

Feedback, be it positive or constructive, is essential for professional growth. It not only helps you grow and refine your skills but also builds better relationships with your peers. Yet, asking for feedback can be scary or feel intimidating to some: What if the feedback isn’t positive? What if no one has time?

Hybrid work models have become very common these days, offering flexibility and a better work-life balance. But they present their own unique set of challenges in management, particularly in terms of accountability. Accountability is essential for any team’s success, regardless of their structure, but ensuring it in a distributed environment is a different ball game.