Bringing User-Centric IT to Goal Management

If you’ve had a chance to look around our newly launched website, you’ll notice that our BetterWorks platform offers something for everyone in your organization—executives, human resources, managers, and individuals.

Because goals are critically important top-down, bottoms-up and cross-functionally, we’re committed to optimizing the experiences of goal setting and goal management for our end users. That entails adhering to our Goal Science™ pillars—connected, supported, adaptable, progress-based, and aspirational—while making it simple for employees, managers, and executives to create and update goals as often as they want. In essence, adapting to the way people work, not the other way around.

And we’re not alone in our commitment to extending the types of interactions people are used to using in their personal lives to empower them at work.

We’re pleased today to announce that we’re joining other industry leaders—such as Box, BMC Software, Cisco, GoodData, Jive, Mark…



Peter Thiel’s bestselling book Zero to One: Notes on Startups, or How to Build the Future has been the talk of the town. The biggest takeaway is simple: vertical progress is superior to horizontal progress. As the title implies, going from 0 → 1 trumps going from 1 → n. Yesterday, BetterWorks experienced some serious 0 → 1 progress: we learned to Bhangra.

Our marketing lead Menaka Shroff spearheaded the Diwali charge, planning out a full day of activities. BetterWorkers donned saris and kurtas, painted on mehndi tattoos and feasted on tikka masala and mango lassis. Menaka also brought former Box colleague Aman Manik into the office to teach a group of us some essential Bhangra moves.

Aman was a natural teacher, using metaphors we could all relate to like baskets, goals, cheers, and nudges (if it wasn’t for the “baskets” I’d say there was some sort of theme developing…) It was amazing how much we learned in so little time, and how much fun we had!

Diwali’s emphasis on enthusiasm, happiness and gratitude resonated with all of us here at BetterWorks. I know I’m already ah…


(VIDEO) Deep Nishar on What Makes LinkedIn Successful

“Activity does not always equal progress,” explains Deep Nishar, former senior vice president of products and user experience at LinkedIn. “Vision without operational excellence just becomes a dream.”

Hear how successful organizations like LinkedIn manage growth and propagate culture, and how BetterWorks is helping ensure employees are aligned and working toward the same goals and objectives.

To hear more about goal setting, also watch John Doerr on How Google and Others Use OKRs or visit BetterWorks to start winning at work.


Powering the Connected Enterprise: BetterWorks and the Salesforce Analytics Platform

At BetterWorks, we’re aiming to create a platform that helps all companies engage, empower and align their workforces through transparent, aspirational goal setting. With only 13% of the workforce actually engaged at work, it’s more important than ever to find new ways for people to value their goals and work on what really matters most. This requires surfacing information in the most simple, accessible and contextual way across platforms so the most critical information is available where you need it.

To deliver on this vision, we’re excited to share that we’ve partnered with Salesforce to bring insights on mission-critical goals to customers within the new Salesforce Analytics Cloud. This integration will allow BetterWorks customers to seamlessly monitor and evaluate progress towards achieving goals across the company in real time, making it easier for enterprises to operate more efficiently and effectively.

This data-driven approach helps managers and executives view their company’s operations at a glance, without leaving the Salesforce platform. The BetterWorks dashboard answers critical business questions our customers might expect, including progress by team or d…


From 3 to 13: BetterWorks returns to Vegas

Around this time last year, I was at HR Tech with my co-founders Di Wu and Paul Reeves. As we walked amidst the booths it was crystal clear what we needed to do: build the best goals platform on the planet. We decided to cut our Vegas stay short, and left that same afternoon for home. We had a platform to build, and there was no time to waste.

This past week, BetterWorks returned to Mandalay Bay. We were no longer walking the aisles; we had a booth of our own (“probably the best booth at the conference” according to one passerby.) We were no longer 3 in number; we had 13 BetterWorkers zealously spreading our message, and were 30 people strong in total. We were no longer dreaming of a goals platform; we had the best goals platform on the planet at our fingertips.

The response from HR Tech attendees was overwhelming. CEOs and operational leaders saw BetterWorks as the way to align their workforces and drive their companies to be operationally excellent. HR executives are elevating themselves to more strategic roles within their companies, and they saw BetterWorks as an absolute necessity for thei…

3 Steps HR Can Take to Drive Performance Management Change

The results are in. Our brains simply aren’t wired to sit back and accept a numerical rating of our performance at work. That’s what researchers from the NeuroLeadership Institute discovered and present in their “how your brain responds to performance rankings” video and article published by strategy + business.

So why haven’t more companies followed Adobe, Gap, Cargill, Microsoft, Juniper and others in killing performance ratings? Mostly because performance management systems are tied to many other enterprise processes and it can be difficult for executives to begin decoupling the pieces. Human resources (HR) can take the lead.

HR professionals have suspected for some time that the way their organizations have been handling performance ratings isn’t working. Corporate Executive Board surveys report that 95 percent of managers are dissatisfied with their performance management systems and 90 percent of HR heads believe they do not yield accurate information.

So how can HR drive innovation—and at the same time destroy performance ratings?

Step One – Present the Physiological Facts

By leveraging the new researc…

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