How Moving To An OKR Model Improved Purpose, Culture And Measurement at TomTom | Jacqueline Gay | Episode 12

Why would a company move from KPIs or that standard goal-setting model to objectives and key results? Or, as you might know them, OKRs. That’s the big question we put to Jacquie Gay, Program Manager of Talent Development at TomTom, in this week’s episode of 99 Problems But Work Ain’t One.

From finding a North Star that everyone in the company can follow to how OKRs can move us towards more effective measurement, Jacquie shared some great experiences of how that OKR shift works in practice. We also found time to chat about the impact on TomTom’s learning culture, how the pandemic drove positive changes that they’ll stick with moving forward and how Jacquie is helping managers prepare for this new world of work.

Running order

0:00 Intro to Jacqueline Gay, Program Manager, Talent Development at TomTom.

2:23 What prompted the move towards OKRs at TomTom?

5:52 How to have a conversation about HR’s purpose and OKRs.

9:28 An example of an objective and key result.

11:54 Have OKRs changed behaviour and what’s measured at TomTom?

15:31 Implementing OKRs in a distributed workforce.

18:15 Has the pandemic changed TomTom’s learning culture?

20:15 How has Jacquie approached preparing managers for the new world of work?

24:13 Quickfire questions.

How to connect

Find Jacquie on:
LinkedIn: https://www.linkedin.com/in/jacquie-gay-a0a7859/

Find Nelson on:
LinkedIn: https://www.linkedin.com/in/nelsonsivalingam/
Twitter: https://twitter.com/ThatNelsonDude

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