Leadership and Management in Hubdrive

Leadership & Management

The Leadership & Management module extends Hubdrive with professional leadership tools and methods. OKR (Objectives and Key Results) is the management method used in the module.

OKR supports companies in implementing strategic goals in an agile manner. The module is fully integrated into Microsoft Dynamics 365 and enables the linking of company, team and individual goals.

Directly after the purchase decision, all managers can work fully integrated immediately. Data islands no longer exist and multiple data entries are also a thing of the past.

All tasks are completed in a single unified interface—either in Outlook, in your browser or with all common mobile devices.

Complete transparency for managers

With Hubdrive, you have company-wide access to shared data from the entire platform, such as sales commissions or finance data. The OKR leadership method in Hubdrive helps you to actively lead your company.

Quick and easy

The solution respects managers' time. For example, leave requests automatically appear as an email or task and can be approved in 2 clicks. That's also possible via smartphone. In addition, a departmental calendar shows the absences of everyone on the team at that time. .

Intuitive

You as a leader have many areas you are engaged in. Hubdrive is self-explaining. Also workflows which only happen a few times per year can be executed intuitively and secure without any training videos.

Everywhere with all devices

Hubdrive can be used everywhere with all common devices. You don't need an old school VPN login and the face recognition replaces all passwords.

OKR in Microsoft Dynamics 365

Hubdrive's OKR module (Objectives and Key Results) is a management tool that supports companies in implementing strategic goals in an agile way. It is fully integrated into Microsoft Dynamics 365 and enables the linking of company, team and individual objectives. Facebook, Microsoft, Google and Hubdrive have been using the OKR management system successfully throughout their companies for many years.

The method divides goals into qualitative objectives and measurable key results that can be tracked using KPIs. Managers can monitor progress in real time and ensure the alignment of the entire company, while employees can clearly understand their contributions.

Every employee is aware of the measurable contribution (key results) to achieving the company's goals thanks to their short-cycle defined objectives. The strong involvement of employees and the highly agile working method promote identification with the objectives throughout the organization. High transparency and intensive communication across divisional levels minimize conflicts of objectives and silo thinking.

OKR highlights

Breakthrough goals
Objectives und key results planning
Controlling and review
Automatic calculation and inheritance
Supports top-down and bottom-up planning
Progress monitoring
Confidence feedback
Automatic summation of all sub-targets
Real-time dashboards
Integrated working without IT islands
Working in Microsoft Teams or Outlook
Customize interface, lists, workflows and dashboards yourself

The OKR management method

OKR is a management method that combines company goals with those of teams and employees.

The goals are defined in the OKR process for three months using objectives and key results. The objectives come both from the strategy (top-down) and from teams and employees (bottom-up).

At the end of the three months, learnings from the quarter are drawn and incorporated into the planning for the next quarter. This creates an ongoing control process.

Company goals, objectives and key results

OKR is about creating a focus at the highest level through a few, significant corporate goals and aligning the entire organization accordingly.

Every employee knows the measurable contribution (key results) to achieving the company's goals through his or her short-cycle objectives. The strong involvement of employees and the high level of agile working methodology promote identification with the goals throughout the organization. A high level of transparency and intensive communication across departmental levels minimise conflicting goals and silo thinking.

As a manager, you have meaningful dashboards that show the status of your most relevant OKRs in real time.

Zoom

Implementation process

It is advisable to structure the implementation process over the course of the year so that the team gets more routine in planning.

After the initial OKR planning in the previous year, implementation will start within the first quarter as well as progress assessment within the framework of weekly and monthly OKR reviews. At the end of the 1st quarter, the development of new OKRs is already underway to ensure that they are ready at the beginning of the 2nd quarter. Of course, the extent to which new OKRs need to be set will depend on the achievement of the 1st quarter's OKRs.

Implementation will then start in the same way for the 2nd quarter.

OKRs empower organizations

Linking vision, mission and strategy with shortterm operational planning
Creating clarity about the most important tasks in the company
Finding the right focus for the coming quarter
Deciding on the right use of scarce resources
Creating transparency for employees so that they can assess their contribution to the company's success
Introducing better communication
Implementing indicators to measure success

Screenshot gallery

Get a first impression of the look and feel of objectives and key results in the Microsoft Dynamics 365 Business Platform. The modern user interface adapts to all devices and form factors.

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