Blog

CASE STUDY

How Quantumics AI established powerful goal-setting with JOP


30 January 2024
2 min

Employees

AI-assisted data operations

Location: London, UK

Company Overview

Quantumics AI mainly automates the work of IT and data engineers. It lets you quickly profile, cleanse, engineer, automate, and govern your data for analytics and takeaways.

You can add data to the software from files or relevant applications like Salesforce and Hubspot to get useful data insights.

In the company, while the founder always had the vision in mind, the team did not have a clear set of goals and was managing work without a structure.

And recently, while convinced about using the OKR framework, they struggled to create and cascade them to the teams.

This is when JOP approached them and guided them to put their goal-setting in order with a platform and step-by-step consultation.

Key goals Quantumics AI was trying to achieve before JOP

Quantumics AI is a startup, and like many other SaaS startups, they have these crucial goals to take off and be a sustainable business.

1. Enable non-technical users to become citizen data engineers

A major goal for Quantumics AI was to allow non-technical employees to take on data engineering tasks, like cleaning and transforming data, without coding. This would let employees throughout the business become “citizen data engineers” and be more self-sufficient with data instead of relying on IT and engineering teams.

2. Provide a no-code alternative to SQL

Quantumics wanted to remove the need for SQL programming by providing a conversational, no-code alternative. Allowing users to “speak” to data in plain language lowers the barriers to working with data and deriving insights.

3. Raise Venture Capital funding

Securing VC funding was essential to scale up the business quickly. VC investment would provide capital to accelerate product development and expand the user base.

4. Achieve Product-Market Fit and grow users

Achieving strong product-market fit was a priority to validate that the platform solves real user needs. Indicators of PMF include more users, high customer retention, referral rates, and willingness to pay.

It also generates revenue growth and data to improve the product. Growing the user base is key for any SaaS company.

Challenges they were trying to tackle

1. Poor alignment to mission and execution plan

Without proper alignment, teams worked on disparate goals and did not progress toward the core mission. This caused wasted effort and frustration and slowed the achievement of strategic objectives. Quantumics needed a way to align the team with top-level goals to ensure everyone was rowing in the same direction.

2. Unstructured goal-setting and performance tracking

With no system to manage objectives and track progress, Quantumics struggled to gauge performance and achievement. Goals were being set case-by-case with no unified process. They lacked data to inform good decision-making and course corrections. This led to confusion around expectations and priorities.

3. Underdeveloped feedback culture

Without robust mechanisms and a basis for giving feedback, problems went unaddressed until they caused major issues.

4. Unfamiliarity and resistance to OKRs

After understanding OKRs from JOP, Quantumics faced some familiar challenges with them. Unfamiliarity with OKRs led to low motivation and resistance to OKRs. They worried it would become an administrative burden versus a useful priority-setting tool.

With no experience using OKRs, they found it difficult to translate high-level strategic objectives into tangible goals for their unit.

How did JOP’s services help Quantumics overcome its challenges?

JOP began collaborative exercises with Quantumics AI’s top leaders to understand the above problems more deeply.

They understood where the roadblocks to these challenges were so that they could assign specific priorities and goals to relevant individuals.

Moreover, JOP began training and consulting the leaders to create meaningful OKRs and implement the related best practices.

1. Strategic planning workshops to define top company OKRs

JOP’s team of OKR and Strategy Execution Consultants held a month-long “OKR Starter Program” workshop with Quantumics’ leadership team to identify the company’s top objectives for the next quarter and guide the team to implement OKRs effectively.

With JOP Experts’ help, the executives narrowed the priorities and crafted focused company-level KRs like “Increase engaged monthly active users from A to B by the next Quarter” to support the core goal of achieving a PMF (Product Market Fit).

The workshop enabled thoughtful debate and buy-in across Quantumics’ executives on the 3-5 most important objectives. JOP’s facilitators helped the leaders map the execution plan to execute each OKR, including owners, key results, and success measures.

2. Creating and aligning OKRs across the organization

With the top company OKRs set, JOP’s OKR Consultants collaborated with the HR team and enabled them to cascade those goals down into team and individual OKRs.

JOP provided training on effectively translating strategy into executable objectives and creating OKRs by allowing the team members to develop OKRs and align them with the company objectives.

For example, the product team linked the company’s OKR on active users to their OKRs around reducing code errors. Marketing created supporting OKRs to promote the features.

This process created alignment across Quantumics’ 15+ employees (In-office and remote) while allowing autonomy for teams to define how they would contribute to the company’s top objectives. JOP guided the initial rollout and helped assign OKR owners across the business.

3. Training HR team to become OKR Champions

To make the OKR framework sustainable in their organization, JOP’s Expert identified OKR Champions from the Quantumics’ HR team to make them internal OKR experts. These Champions learned OKR fundamentals and best practices through weekly coaching calls and training resources.

The HR reps partnered with department heads to assign OKR owners across all teams. They monitored adoption through one-on-one meetings.

After the program, HR was equipped to continue evangelizing OKRs, providing support, and tracking results. They became Quantumics’ dedicated OKR champions, empowered to drive the framework across the business.

4. Quarterly OKR Retrospectives with JOP

At the end of each quarter, JOP facilitated workshops to review Quantumics’ OKR implementation and identify process improvements. The sessions gathered insights from managers and the OKR Champions on what worked well versus areas for refinement.

The retrospectives helped Quantumics improve its OKR process, such as increased focus on drafting measurable key results. They also enabled adjustments to company strategy based on learnings.

These quarterly working sessions cultivated buy-in by giving teams visibility into how their OKRs aligned with company objectives and empowered them to work collaboratively on these goals.

Results Quantumics has seen after implementing JOP’s services

1. Enhanced line of sight from work to company missions

With JOP’s help aligning everyone with the top-level goals throughout the organization, Quantumics’ teams gained a clearer line of sight from their day-to-day work to the company’s core mission.

Engineering teams could see how their objectives to ship key features mapped directly to moving top-level OKRs on customer acquisition and revenue growth.

By aligning around common OKRs, the team achieved tighter strategic alignment. Individuals understood how their contributions laddered up into the company’s most important goals. This unified teams around shared objectives versus working in silos.

2. More objective Performance Management

Using OKRs and key results enabled more objective evaluations of performance across teams—progress toward quarterly goals provided clear indicators of achievement versus more subjective assessments.

Managers could point to key result completion rates and objective progress to base performance conversations on tangible data. For example, asking the marketing team what roadblocks they are facing in achieving more qualified leads.

Tying evaluations and discussions to OKR progress also reinforced focus and priorities. Individuals were motivated to advance key objectives, knowing their work was being measured against those goals.

3. Unified OKR management and collaboration

Using JOP’s platform, the company centralized OKR management and collaboration in one online platform. Teams could monitor alignment with OKRs, provide feedback, and recognize peers toward shared objectives.

The increased transparency kept everyone on the same page. Managers could identify dependencies between teams and course corrections in real time if OKRs went off track. Public OKRs enhanced accountability across the organization.

JOP’s OKR Experts also mentored the team to use constructive and appreciative feedback on the platform. This especially helped to engage the remote team members.

4. Sustained support through OKR Champions

The trained HR OKR champions were critical to sustain momentum after JOP’s initial launch. They continue promoting OKRs, providing support, and tracking results across the business.

Complementing the internal champions, JOP’s experts facilitate quarterly retrospectives to analyze what’s working and identify improvements to keep OKR adoption on track. The outside perspective helps Quantumics benchmark against effective implementations.

This layered internal and external support ensures the OKR program remains a living, dynamic framework that evolves with the business.

CHALLENGEs

Poor alignment to company missions

Unstructured goal-setting and performance-tracking

Underdeveloped feedback culture

Limited OKR knowledge and reluctance

ADDRESSING CHALLENGES WITH JOP

Strategic planning and OKR workshops

Aligning OKRs across the organization

Training OKR champions

Quarterly OKR retrospectives

RESULTS

Team alignment with the company missions

More objective Performance Management

Streamlined OKR management and teamwork

Sustained support through OKR Champions

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CASE STUDY

How Prescinto Simplified OKR Implementation Using JOP


22 January 2024
2 min

Employees

Clean Energy Digital Platform

Location: Bangalore, Karnataka

Company Overview

Prescinto, an AI-powered digital analytics platform, helps boost clean energy performance by 5-7% in solar and wind plants using intelligent algorithms.

It’s already optimizing 14,000+ MWs of Solar and Wind Projects across 14 countries for industry leaders like SoftBank Energy, Macquarie, and Radiance Renewables.

Moreover, the company is teaming up with Energy Storage companies to smooth out clean energy availability, hastening the shift towards renewables.

When JOP contacted the company, they were already using OKRs but were struggling to align their remote team well with the overall goals and leverage the OKR framework.

So, the partnership began, and JOP helped Prescinto identify current gaps in OKR implementation to make it sustainable.

Everyone on the team now understands how they contribute to the company-level objectives.

Deepanjali Khurana ( Assistant VP – Strategy)

Challenges they were trying to address

The company operating from Bangalore works regularly with its remote team members in India, the US, and Spain.

Working with such a team structure, they considered OKRs as the best approach to align all their team members with each other and the top business priorities.

While this looks easy on the surface, they began facing several issues in managing and implementing their OKRs to really see the improvement in business performance.

1. Aligning remote teams with the in-office team

The company’s remote teams often faced communication and alignment issues compared to in-office teams, leading to misinterpretation of goals, reduced collaboration, and potential inefficiencies.

This could result in disjointed efforts, misaligned objectives, and a decreased ability to work cohesively towards common company goals.

2. Managing OKRs efficiently on Excel

Dependency on Excel for OKR management impeded efficient goal-setting, inhibited tracking progress effectively, and affected the ability to derive insights promptly, hindering the team’s agility and responsiveness in achieving set objectives.

It also led to data inconsistencies, version control challenges, and a lack of centralized information.

3. Assigning OKR-based actions on Excel

The company also felt it became increasingly difficult to assign specific tasks to their team members regularly.

While they could discuss the progress on OKRs in Excel during their check-ins, assigning them to the same platform was inefficient.

They had the templates for it, but doing it manually on a spreadsheet felt like a waste of time when people had to delegate actions, update progress, and attach relevant files to them.

4. Collaboration and OKR reviews were time-taking

Implementing OKRs across the organization required a structured approach, clear communication, and active engagement of the team.

Poorly executed OKR implementation on Excel limited the buy-in from teams, reduced enthusiasm, and reduced the effectiveness of the OKRs in driving performance improvements.

Partnering with JOP to overcome these hurdles

Both parties started by analyzing the current situation in the company. How are they managing their OKRs? Are they quality goals? Do these goals align with current top priorities?

1. Analysis of gaps in existing OKR rollout

Identifying gaps in the existing OKR rollout was crucial to understanding why the current implementation might fall short. The engagement in brainstorming sessions with JOP aimed to pinpoint these gaps accurately.

Managing OKRs in Excel posed challenges like limited scalability, version control issues, and lack of real-time tracking. This hindered collaboration and data accuracy.

Transitioning to JOP’s OKR platform was a step towards resolution. The team members could now have individual dashboards to manage their goals and align with the company’s top priorities.

However, after onboarding JOP, they could still find gaps in creating well-aligned and meaningful goals. That’s why JOP’s OKR experts worked with the top leaders to simplify the company’s OKRs.

2. Brainstorming sessions with top management to refine OKRs

Collaborative sessions with top management were vital to align OKRs with the company’s overarching vision and objectives.

Initially, JOP guided leaders in identifying precise business goals and priorities. This helped in framing meaningful OKRs aligned with the company’s strategic direction.

JOP facilitated a comprehensive reassessment of Prescinto’s existing OKR rollout strategy, ensuring that OKRs were well-defined and effectively linked to the broader company goals.

JOP’s team assisted them in the alignment and cascading of these refined goals throughout the organization, ensuring every team and employee understood their role in achieving these objectives.

This kind of alignment through OKRs would now encourage their remote team members to coordinate well with the rest of the team members and stay on track toward the company goals.

3. Delegating OKR champions and training them

Assigning OKR Champions was crucial for sustaining and driving OKR adoption within Prescinto.

With Prescinto, JOP identified OKR Champions from the Founder’s office. For instance, the company appointed Deepanjali Khurana, Assistant VP – Strategy, as their main OKR Champion.

These champions were key team members responsible for ensuring smooth ongoing OKR implementation.

Weekly stand-up calls were scheduled with JOP Champions to provide continual training, address any implementation issues, and offer guidance for improvement.

JOP equipped these champions with the necessary skills to evaluate their OKR strategy periodically, fostering sustainability over time.

4. Monthly and quarterly retrospective meetings to check OKR implementation

Regular retrospective meetings were crucial to assess the progress and effectiveness of the OKR implementation.

During these meetings, JOP interacted regularly with Prescinto’s leadership, enabling them to identify gaps or improvement areas in the OKR implementation.

JOP advised OKR Champions to promote specific best practices, such as using Smart Check-ins through JOP, maintaining meeting notes, and assigning actions on the platform.

These practices facilitated efficient tracking, accountability, and alignment with the OKRs.

Results Prescinto expects to see

The company already understands the value of using OKRs for better and aligned teamwork and focused execution of goals.

When JOP came in, they could see the bigger picture of their business more clearly and knew a certain roadmap with where to go with this enhanced goal-setting.

1. Higher revenue

Focusing on key business priorities, such as expanding the user base through OKRs, directly aligns with the company’s revenue growth strategy.

By aligning teams with a focus on increasing platform users through OKRs, Prescinto anticipates a direct impact on revenue growth. This strategic alignment ensures concerted efforts toward revenue-driving objectives.

2. Effective check-ins and the use of OKRs

Regular OKR check-ins and thoughtful discussions signify a shift towards a more structured and transparent approach to goal tracking and alignment.

With ongoing check-ins and discussions, Prescinto expects enhanced accountability, clearer communication, and a better understanding of progress. This approach promotes a culture of continuous improvement, driving teams towards achieving their OKRs efficiently.

Team managers and leaders have become more efficient in reviewing their team members’ progress transparently on JOP and giving constructive feedback.

Deepanjali Khurana ( Assistant VP – Strategy)

3. Continuous action planning on JOP using OKRs

Integrating core business priorities as OKRs and promoting action planning signifies a commitment to actionable goal setting and progress tracking.

Encouraging every team member to add actions on JOP ensures a collective effort towards moving the progress bar on OKRs. This approach emphasizes proactive action and accountability, fostering a culture of execution and goal attainment.

4. End-of-quarter insights and implementation check

Reflecting on OKR implementation at the end of the quarter and seeking expert guidance denotes a commitment to continuous improvement and learning.

The end-of-quarter reflection process, supported by JOP’s OKR experts, enables Prescinto to derive valuable insights into their OKR implementation.

These insights drive actionable improvements, leading to a refined implementation plan that aligns better with the company’s strategic objectives.

The collaboration with experts helps the OKR Champions and leadership to design an enhanced implementation strategy for future quarters, ensuring a more effective OKR execution process.

CHALLENGEs

Aligning remote and in-office teams

Managing OKRs on Excel

Assigning initiatives on Excel

Time taking collaboration and OKR reviews

ADDRESSING CHALLENGES WITH JOP

Assessing gaps in OKR implementation

Working with top management to improve OKRs

Training OKR champions

Holding regular meetings to review OKR implementation

EXPECTED RESULTS

Increased revenue

Efficient check-ins and OKR execution

Continual action planning on JOP

Quarterly implementation evaluation

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CASE STUDY

Rezo.ai Simplifies Its OKR Management With JOP’s Personalized Guidance


2 Aug 2022
2 min

Employees

increase in performance completion rate on end-of-year reviews

increase in survey participation

Rezo’s Journey with JOP

Rezo firmly believed that by connecting the dots between strategy and execution, they would have a better shot at attracting growth and investors for their organization. A lot of their business expansion plans were dependent on funding. However, in order to attract the right kind of investors, they needed a better structure to think of next level strategy design. While they were setting ambitious targets, the founders themselves were entangled in day-to-day firefighting and could not work on strategic direction.

JOP came as a one-stop solution for Rezo. JOP is not just limited to being a SAAS software but provides handholding to companies just starting out for successful implementation
Rezo.ai

With enlisted the help of our trusted partner Arvind Murwaha, Coach & CEO of CRESKO Consulting. As a premium Business Transformation consultant, Arvind enables start-ups to build a better business and culture through the global crisis.

These sessions created a space for Rezo to identify their key strength, weaknesses, opportunities, and threats and let OKRs emerge from there.

How we Structured the OKR Rollout at Rezo

Session 1: Session one was a vision-oriented brainstorm with Rezo’s founders. Arvind focused on gaining an understanding of how the business works and the founders’ thoughts on strategy. Together, they identified:

  • Strategic directions they hadn’t yet considered.
  • Big moves that needed to be made.
  • New skillsets needed to be added to the company to support its growth aspirations.
  • Level 1 Objectives

Session 2: Session three included some more key stakeholders: function heads, team leads, and a JOP+OKR Champion. These new participants looked at the Level 1 Objectives to see where their own teams needed to support the company’s goals and cascaded them down to Level 2 objectives.

Session 3: Once the OKRs were done by the upper-level management, they were then discussed throughout the team during a show-and-tell session. The team at first thought that OKRs were to control them and their actions, but the sessions made them realize that JOP is a platform that will enable them to uplift their individual and organizational performance. They had a chance to:

  • Visualize the company’s direction and priorities through their OKRs
  • Ask questions about their roles in achieving these priorities
  • Understand how to streamline their workflow to focus on these priorities

Results Achieved

This coupled approach between JOP and the OKR coach played an essential role in giving the Rezo team clarity and confidence in achieving their growth objectives.

    With these objectives transparently developed and projected, the allocation and cross—utilization of resources are planned and manaqed efficiently.

  • Within this 15-day engagement, the team had built clarity on their next 90-day focus in terms of hiring, execution, and skill development
  • Founders and top management knew the outcomes they needed to track to stay on top of their growth goals
  • Aligned teams – everyone knew where they fit in and why their work matters. They were able to see each other’s goals and KRs and collaborate more effectively
  • They had a JOP Champion who was trained as their resident OKR expert and could drive the process at the company

CHALLENGE

Convinced with the power of OKRs in bringing 10x growth, Rezo’s founders were keen to implement them. Having explored multiple plug and play OKR products already, they were struggling with applying the framework to their own company’s needs.

JOP’s consultative approach with celebrated Strategy & OKR Coaches from around the world was the differentiator that finally convinced them to take the plunge.

SOLUTION

Setting goals successfully to build a high-performance culture

RESULTS

This coupled approach between JOP and the OKR coach played an essential role in giving the Rezo team clarity and confidence in achieving their growth objectives.

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