Appster embraces a culture where anyone’s ideas can come to life, and where everyone is participating in building a great company
Joining the 7Geese flock in July, 2014, the team at Appster was looking for a tool that could support their collaborative culture and bring alignment to their global team. With the team spread between three time zones across Australia, the United States, and India, it was important to keep everyone in-sync to maintain an engaging, high–performing culture. As the team’s global presence grew, cascading objectives and priorities was top of mind for co-CEO Josiah Humphrey.
Having transparent communication with the right OKRs tracking system was important for Josiah and the team to continue to effectively manage and maintain quarterly-through-yearly objectives. The drive for maintaining a collaborative, aligned team led Josiah to 7Geese.
“7Geese acts as a transparent hub where we can look where people are at, ask questions, dig deeper, and execute quickly to be more on-top of things from an execution standpoint.”
Josiah Humphrey, co-CEO.
What 7Geese brings to Appster’s OKR process is employee empowerment – empowerment for everyone to start thinking and making decisions in a metric-driven manner. Appster adopted OKRs into the team’s day-to-day to drive high-performance and further their culture where everyone is a stakeholder in company growth.
At Appster alignment isn’t just an action, but a value embedded in their culture
Appster’s culture of self-ownership over business success, paired with strategies aligned to objectives and key results, creates a space that’s people-focused. This drives everyone to contribute to company growth with common outcomes in mind.
Using 7Geese to facilitate the team’s OKRs process has further embedded a culture of transparency. It’s not just about day-to-day jobs to be done, but building a collaborative company, where everyone’s a stakeholder in success. Everyone is empowered to bring their ideas to life quarter-over-quarter. Due to the metric-driven aspect of key results, team members can start thinking and making empowering decisions from day one.
This enables everyone on the team to be a stakeholder in shaping the business. As a result of encouraging self-management through the OKRs process, employee engagement and retention stays consistently high. With a direct connection to the direction of the company, everyone is empowered to create ideas and trackable ways of defining success – this creates a network of engaged employees who subsequently become leaders in their area of expertise.
“We found in the past, that was one of the main reasons people left their jobs — because they didn’t feel their individual job was contributing in a meaningful way.”
Mark McDonald, co-CEO. As cited in, How two Aussies made the next Apple