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Meet Sheetal . She holds a Master’s in Data Science, has consistently exceeded her targets for 10 years, and recently was promoted to lead a critical cross-functional team. She is, by all metrics, a top performer but shortly after being promoted, hitting targets becomes harder instead of easier. Quarter after quarter, she struggles to align her team’s output with the organization's strategic objectives. She works nights, her team is stressed, and when the quarter closes, the.

Why should your organisation care deeply about engagement? Think of the last time you worked on something that really mattered to you — how focused you were, how you wanted to get it right, how it didn’t feel like a chore. That’s what engagement feels like on a team level. When people feel that sense of purpose, they bring out the best in themselves and each other. The work moves faster, the ideas get bolder, and everyone benefits. On the other hand, when that sense of connec

“OKRs are for big companies like Google, Zomato, LinkedIn, and the like.” As a young company, do you ever feel this way? You’re not alone. Many founders and startup teams assume that OKRs (Objectives and Key Results) are complex frameworks reserved for large organisations. But interestingly, Google adopted OKRs when it had just around 40 team members, and that decision played a pivotal role in helping them achieve some of their most ambitious goals. Since then, countless comp