As a co-founder of an 8-year-old software startup, I have implemented and used numerous different tools, frameworks, and processes as we go through different growth phases but there is one that we have used since day 1 and will never change.<\/p>\n
On the Davra<\/a>\u00a0journey, some of how we have changed are listed below<\/p>\n \u2022 Agile<\/strong> process has become Leagile<\/strong><\/p>\n \u2022 Salesforce<\/strong> became Pipedrive <\/strong>and is now HubSpot<\/strong><\/p>\n \u2022 ClickDesk<\/strong> has become Intercom<\/strong><\/p>\n \u2022 Slack<\/strong> has become Webex Teams<\/strong><\/p>\n The one constant tool that I would attribute much of our growth was developed by the legendary Intel CEO Andy Grove and was then brought into Google by their Venture Capitalist partner John Doerr of Keiner Perkins Caulfield.<\/p>\n Sergey Brin and Larry Page immediately adopted the tool\/framework and it is used by over 80,000 employees throughout google today. The tool (or framework) has since been adopted by Linkedin, Twitter, Zynga, Uber, Davra, Oracle and high growth tech companies globally.<\/p>\n In fact, it is not only for tech companies. Walmart, Target, The Guardian, Dun and Bradstreet, and ING Bank are also now using the tool.<\/p>\n It is called OKR – Objectives and Key Results. It sounds boring and nothing too innovative but its simplicity and power cannot be underestimated. It can be implemented using simple spreadsheets or by one of the many OKR software tools.<\/p>\n In Davra we implement OKR at Management, Team and an individual basis. We use Weekdone software (Remember Spreadsheets can be as powerful to start with) along with Trello board. The OKR Board is very similar to our Kanban board which is displayed throughout the office. Individual OKR Boards are even visible to all team members.<\/p>\n If you’re looking to implement just one best practice management tool in your team or company I honestly believe Objectives and Key Results should be it.<\/p>\n