Riha Jaishi

I recall that exact moment when the star product manager of our organization walked straight into the office one fine day and handed in her resignation letter. Four more followed three weeks later. Within a quarter, we lost a chunk of our workforce, not due to a recession or layoffs, but to voluntary attrition. This created a significant gap in the form of: Replacement expenses. Damage to team morale, and Tarnished reputation in the market.

Are your company's ambitious goals dwindling by the end of the quarter? And your teams feel disconnected from the big picture? Well, it’s a common problem where companies set bold OKRs only to see them lose momentum.

Recently, I listened to a podcast featuring Dave Ulrich, a pioneer in HR strategy and organizational effectiveness. Interestingly, one of his statements really resonated with me: “If you can’t have a good conversation, no system will work. But if you can have a good conversation, any system will work.” This quote struck me because it challenges conventional thinking about performance management.