How do you really know who your best performing team members are? Having a set of critical key performance indicators for your employees is a good way to develop an objective view of your top performers. We've defined seven key critical performance indicators to help you go about measuring performance in your team.
Engagement
How happy and engaged is the employee? Does he/she interact with others at work and interact with you in conversations? An early warning sign for dis-engaged employees are those people who do not communicate, are often not visible in the office or unresponsive to emails. Engaged employees are more productive and contribute to a positive work environment.
Employees with energy are those who show up to work with an enthusiastic attitude and a desire to get things done. Look for the people who spend their energy in productive ways - like producing deliverables, conducting meetings and communicating a lot. High energy level individuals will often be highly motivated and put in the extra hours.
Influence
A great key performance indicator is the amount of influence an employee has over his/her peers, managers and direct reports. Employees with influence will rapidly rise to the top because there is normally some reason for their gathered respect, whether it is because they are a subject matter expert in that particular area, or because they are an influential leader.
In the long term quality is a greater indicator for success than speed. Look for people who are diligent, hard working and have attention to detail. The quality of an employees work should be sufficient to set them apart from the crowd. Always value employees who let the quality of their work do the talking, rather than their mouthes.
People skills
Socially adept networkers are sure to rise to the top, and should be given appropriate opportunities to use these skills for the betterment of the company. Employees with great people skills should be given chances to manage teams and work on the people agenda of the company. However, watch out for the quality of their deliverables and ensure they live up to their own standards.
Technical ability
In technical roles the pure ability to execute on the job description is a good key performance indicator. Employees who are in highly technical roles should be judged accordingly, and not compared with other departments who might fulfil a more generic business function. Be sure to understand the technical background of the role when assessing these staff members.
Results
Results trump everything else. If someone is constantly hitting and exceeding their targets, then there can be no arguments against what they are achieving. A results driven workforce which rewards people based purely on results can be a highly effective way to manage teams.
Common KPIs for project team performance include quality (how well standards and specifications are met), productivity (how efficiently resources and time are used to complete tasks and milestones), communication (how effectively information is shared and issues are resolved within and outside the project), and ...
Here's a quick explanation: KPIs are the key targets you should track to make the most impact on your strategic business outcomes. KPIs support your strategy and help your teams focus on what's important. An example of a key performance indicator is, “targeted new customers per month”.
This objective should align with your overall business goals and provide a roadmap for what you're trying to achieve. For example, if your business goal is to increase customer retention, your KPI objective could be "to reduce churn rate by 10% in the next quarter."
Leadership KPIs provide team leaders with a quantifiable way to monitor team performance and identify areas of improvement. By focusing on key performance metrics related to productivity, efficiency, and collaboration, leaders can effectively motivate their team members and drive them towards achieving their goals.
Common Leadership KPIs include employee engagement levels, decision-making speed, delegation effectiveness, communication effectiveness, problem resolution efficiency, and employee turnover rate attributable to leadership.
To answer this question effectively, provide examples from previous roles or projects where you defined meaningful KPIs that aligned with business objectives. Explain why those specific metrics were chosen over others based on data analysis or customer feedback insights.
For example, say your business had a KPI along the lines of “make the workplace neater” or something else similarly vague. In this instance, employees might clean up their desks and make their workspaces nicer, but still fall short of the goal because there's no measurable standard.
Introduction: My name is Duane Harber, I am a modern, clever, handsome, fair, agreeable, inexpensive, beautiful person who loves writing and wants to share my knowledge and understanding with you.
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