How to Select the Best Employee Key Performance Indicators (KPI Examples Included)
While selecting key performance indicators, businesses often think they should have the same employee key performance indicators (KPI) as their competitors.
However, it is important to know that KPIs differ from industry to industry and company to company. While some KPIs might be right for some businesses, it doesn't necessarily mean they're suitable for yours, too.
So, with different KPIs available, if you need clarification about choosing the right one for your business, this article will answer all your questions.
This article will explore:
- What are employee key performance indicators (with examples).
- How to make the most out of KPIs in your team.
- How can they benefit your organization.
- All the tools you need to effectively develop KPIs that can measure employee performance, productivity, and contribution to the organization.
🕵️♀️ What are employee key performance indicators (KPIs)?
Employee key performance indicators (KPIs) are specific, quantifiable metrics used to measure employee performance, effectiveness, and productivity within an organization. These indicators are crucial for assessing how well employees meet their job responsibilities and contribute to the organization's goals.
In simple words, employee key performance indicators are visual measures of employee performance. A KPI is designed to show how far you and your team have progressed toward fulfilling your business's goals.
There are two types of KPI:
- High-level KPIs – Used to measure the overall performance of a company.
- Low-level KPIs – Used to measure processes related to specific organizational departments like Finance, HR, Sales, etc.
According to Samantha Odo, the Chief Operating Officer of Precondo, a real estate agency, "KPIs are a subset of metrics that are specifically chosen to indicate the progress and success of a business or a process."
Surprisingly, many business owners, managers, HR professionals, and team leaders often use KPIs and metrics as synonyms. However, they differ a lot. Here's how:
➡️ Check out all the aspects that differentiate a KPI from a metric, along with some clarifying examples.
What is KPI for employee performance management?
Key performance indicators (KPIs) are the cornerstone of effective performance management.
They ensure everyone's work aligns with the company's goals and encourage accountability.
Giving employees a clear goal, tracking progress with metrics, and linking their performance to big goals with KPIs can benefit companies.
Such a structured performance management approach promotes continuous improvement, employee growth, improving organizational performance and efficiency.
💡 Tip: Though performance measurement and performance management may sound similar, they are not. While they complement each other, managers should perceive that these two aspects play separate roles in strategic management.
➡️ Check out the complete comparison of performance management vs. performance measurement.
📊 95 Department-based key performance indicators examples to measure success
Below are 95 examples of KPIs that can be a good starting point for developing a performance management system. However, this is neither an exhaustive list nor are these examples prioritized in any particular manner.
The important thing is to utilize the KPIs that are relevant and beneficial to your organizational goals. You will probably use some of the examples in this list. Still, you are unlikely to use all of them, and you will likely come up with others not included below.
Sales KPI examples
Attracting and retaining customers are two main functions of any sales department. However, to gain a competitive edge, the main objective of the sales team should be the improvement of customer satisfaction, which can be obtained by taking into consideration the following KPIs:
- Appointments booked: Number of sales meetings scheduled, indicating sales team activity and potential customer interest.
- Number of sales presentations given: Total presentations to potential clients, reflecting engagement efforts and market reach.
- Sales made: Completed sales transactions, directly impacting revenue.
- Average sale value: Revenue per sale, indicating product/service value and pricing strategy effectiveness.
- Sales qualified leads (SQL) to sales conversion: Percentage of SQLs resulting in sales, showing lead quality and sales effectiveness.
- Presentations to sales conversion: Conversion rate from presentations to sales, assessing presentation effectiveness.
- Cost of customer acquisition: Average cost to acquire a new customer, indicator impacting profitability.
- Sales pipeline: Total value of sales opportunities, forecasting future sales potential.
- Sales vs. last year's sales: Current sales compared to the previous year, showing growth or decline.
- Customer orders: Orders placed, indicating market demand and sales success.
- Upsells: More expensive products sold, reflecting sales strategy success.
Marketing KPI examples
Marketing KPIs assess marketing and promotional campaign effectiveness. These metrics measure conversation rates and how often prospective customers respond to a marketing medium.
- Total leads: Total potential customers, indicating marketing reach.
- Marketing qualified leads (MQLs): Leads likely to become customers, showing marketing targeting effectiveness.
- Sales qualified leads (SQLs): Leads approved by sales, indicating lead quality.
- Cost per sales qualified: Cost for acquiring an SQL, assessing marketing efficiency.
- Sales by lead source: Revenue by lead source, showing effective channels.
- Click-through rate: Ad/link engagement rate, indicating content effectiveness.
- Cost per conversion: Cost to turn a lead into a customer, measuring marketing ROI.
- Total impressions: Times an ad/content is viewed, indicating reach.
- New subscribers: New service/newsletter sign-ups, showing audience growth.
- Website visits: Number of site visits, which reflects online presence strength.
- Visitor bounce rate: Single-page visitors, indicating content relevance.
- Page views: Website page views, an indicator showing content engagement.
Finance KPI examples
Financial KPIs give you insight into how well your business is doing financially. It has numbers about your organization's costs, debt, investments, assets and debts, profits, revenues, and other critical financial results.
- Gross profit margin: Revenue over cost of goods sold, showing profitability.
- Net profit margin: Remaining revenue after all expenses, indicating overall profitability.
- Accounts receivable days: Days to collect payment, affecting cash flow.
- Monthly recurring revenue: Monthly ongoing revenue, indicating financial stability.
- Annual recurring revenue: Yearly ongoing revenue showing long-term financial health.
- Customer lifetime value: Total expected revenue from a customer, indicating long-term profitability.
- Average subscription days per customer: Subscription duration, showing customer loyalty.
- Cash balance: Available cash, indicating liquidity.
- Cash burn rate: Cash spending rate, showing financial sustainability.
- Cash runway: Time before running out of cash, indicating financial planning effectiveness.
- Revenue per employee: Revenue generated per employee, showing workforce productivity.
- Revenue growth: Sales increase, indicating business growth.
Operations KPIs examples
Operations KPIs show how well a company executes its day-to-day work. These KPIs help management identify which operational strategies are effective and which inhibit the company.
- Customer complaints: Number of complaints received, a proxy for customer satisfaction and product/service quality.
- Support tickets: Support requests reported, reflecting product/service issues and support effectiveness.
- Average response time: Response time to inquiries, showing customer service efficiency.
- Deliveries on-full and on-time (DIFOT): Orders delivered complete and on time, indicating supply chain efficiency.
- Return rate: Percentage of returned products from total shipments, showing product satisfaction and quality.
- Cost of inventory on hand: Inventory value, affecting cash flow and storage costs.
- Inventory turnover: Frequency of inventory replacement, indicating sales effectiveness and inventory management.
- Labor costs: Employee compensation costs, impacting profitability.
- Customer satisfaction: Customer contentment level, crucial for retention and brand reputation.
- Lost customers: Customers stopping purchases, indicating market position and customer loyalty.
- Customer retention: The ability to keep customers over time, crucial for stable revenue.
- Customer churn: Rate of customers leaving, affecting long-term revenue and market position.
KPI project management examples
Project management KPIs explain the project's vision and make sure everyone involved knows their role.
Each team supports KPI completion despite having different tasks and roles. Understanding KPIs in project management can improve teamwork and enable data collection to track organizational project success.
- Actual cost of work performed (ACWP): Costs incurred for work done, indicating budget adherence.
- Cost of managing processes: Expenses for overseeing projects, affecting overall project profitability.
- Cost performance index (CPI): Cost efficiency measure, indicating budget management effectiveness.
- Cost variance (CV): Difference between budgeted and actual costs, showing financial control.
- Budgeted cost of work performed (BCWP): Budgeted cost of actual work, indicating planning accuracy.
- Missed milestones: Missed project milestones, showing project progress and management effectiveness.
- Overdue project tasks: Tasks behind schedule, demonstrating project management and timeline adherence.
- Planned vs. actual work hours: Comparison of planned versus actual work hours, showing project planning accuracy.
- Budgeted cost of Work Scheduled (BCWS): Budget for scheduled work, indicating future financial planning.
- Projects canceled: Terminated projects, affecting resource utilization and planning.
- Projects completed on time: On-time project completion, crucial for client satisfaction and efficiency.
- Resource utilization: Efficient use of project resources, affecting cost and productivity.
- Return on investment (ROI): Financial return on project investment, indicating project success.
- Schedule performance index (SPI): Schedule efficiency measure, showing time management.
- Schedule variance (SV): The difference between scheduled and actual work, indicating project timing control.
- Tasks complete: Completed project tasks, showing project progress and team productivity.
Human resources KPI examples
Human resource key performance indicators are measurable values that help demonstrate the effectiveness of your workforce planning and strategies.
- Employee qualification support: Support for enhancing qualifications, crucial for workforce capability.
- Leadership skill development: Development of managerial skills, crucial for team effectiveness.
- Employee survey usage: Application of surveys for feedback crucial for employee engagement.
- HR tool utilization: Use of digital HR tools, improving process efficiency.
- Succession planning: Preparation for turnover in key roles, ensuring organizational continuity.
- Employee retention: Keeping employees over time, especially relevant for operational stability and institutional knowledge retention.
- Employee turnover rate reduction: Decreasing the employee departure rate, crucial for stability and cost reduction.
- Training budget use: Effectiveness in training budget use, affecting workforce skill and development.
- Labor cost management: Efficiency in handling labor costs, impacting profitability.
- Cost optimization: Reducing costs while maintaining efficiency, crucial for financial health.
- Profitability increase: Strategies for enhancing profitability, crucial for business growth.
Social media KPIs examples
Social media KPIs help you determine which strategies work best to get a high conversion rate, like getting more people to click on your Facebook ad, getting more people to follow you on Instagram, or getting more people to retweet your 100th tweet.
- Likes: Engagement level on social posts, indicating content popularity.
- Engagement: The level of audience interaction, a crucial indicator for brand presence and loyalty.
- Followers growth: Increase in followers, showing brand reach and appeal.
- Traffic conversions: Social media visitor conversions, indicating online marketing effectiveness.
- Social interactions: Total social media interactions, showing audience engagement.
- Social sentiment: Public perception from social content, affecting the brand image.
- Social shares: Content sharing rate, indicating content virality and appeal.
- Web visitors by channel source: Visitors originating from social channels, showing channel effectiveness.
- Social visitors conversion rate: Conversion rate from social media, especially relevant for measuring ROI.
These conversion metrics are the "meat" of your social media reporting because they help you know the best social media channels that bring in the most significant ROI.
IT KPIs examples
IT key performance indicators monitor how its internal technology (IT) department is running to achieve operational excellence.
- Network uptime: Operational network time, crucial for business continuity.
- Average response time: Response time for IT issues, indicating support efficiency.
- Employee satisfaction with IT: Satisfaction level with IT services, affecting productivity.
- Account creation success: Successful account creations, indicating system efficiency.
- Account termination success: Efficient account terminations, crucial for security.
- Active Directory performance index: Performance measure of Active Directory, affecting user experience.
- Alert-to-ticket ratio: Alert conversion to tickets, indicating issue identification.
- Data center availability: Operational data center time, crucial for data accessibility.
- Call center PBX availability: Call center system reliability, affecting customer support.
- Data center capacity utilization: Data center usage, affecting resource management.
- Email client availability: Email system reliability, vital for communication.
- Incidents from change: Issues from IT changes, indicating change management effectiveness.
These KPIs offer valuable insights for monitoring and improving performance across different departments. Each KPI should be aligned with the organization's overall goals and strategy to be truly effective.
😟 Have a hard time choosing? Check out our analysis of the most important KPIs any company should track.
🔢 6 Department-agnostic employee key performance indicators
Productivity
Productivity as an employee KPI measures the efficiency and effectiveness with which an employee completes tasks relative to the time and resources used.
This KPI evaluates the amount of work or output produced over a specific period, considering the quality standards set by the organization. It can be quantified by comparing the employee's output against predefined benchmarks or industry standards, ensuring the work meets or exceeds the expected quality levels.
For example, in a sales team, the number of sales or turnover is a productivity indicator that compares the sales of a previous year or specific period.
In marketing, tracking the traffic-to-MQL ratio helps understand the total traffic the platform generated vs. the number of marketing-qualified leads from that traffic.
By analyzing this traffic-to-MQL ratio, you can better understand your best-performing media and increase your investment there.
Such productivity KPIs help you measure how effectively each department achieves its core business objectives.
Quantity of work
The quantity of work KPI assesses the volume of tasks or projects an employee completes within a given timeframe.
Unlike productivity, which considers the efficiency and effectiveness of work output, quantity of work focuses purely on the amount of work done. It is measured by tracking the completion of tasks, deliverables, or projects against planned targets or workload expectations without directly factoring in the resource expenditure.
For example, a quantity of work metric for a marketing department is the number of newly generated content in a month. For a sales department, it would be the number of outbound messages sent or calls performed.
Quality of work
Quality of work as an employee KPI measures the standard of output produced by an employee in terms of accuracy, completeness, relevance, and presentation against predefined criteria or industry benchmarks.
This indicator assesses how well the work meets or exceeds the organization's quality standards, customer satisfaction levels, and compliance with regulatory requirements.
This KPI is crucial for ensuring that the products or services delivered by the organization are of high quality, reflecting positively on the company's reputation and operational efficiency.
Some components of the quality of work KPI are:
- Accuracy: The degree to which the work is free from errors or discrepancies. E.g., nr. of successful email campaigns for marketing.
- Completeness: Ensuring all aspects of the work are finished, and all necessary components are included. E.g., completing a new customer onboarding process without forgetting any steps.
- Compliance: Adherence to industry standards, legal requirements, and company policies. E.g., an HR department completes all compliance procedures for new hires.
- Relevance: The work's appropriateness and alignment with project objectives or customer needs.
- Presentation: How the work is organized and conveyed, affecting its perception and usability by others.
Attendance and punctuality
The attendance and punctuality KPI tracks employees' adherence to work schedules, including their consistency in arriving on time and minimizing unscheduled absences.
Attendance and punctuality measure employees' reliability and commitment to their organizational role.
You can quantify this KPI by recording occurrences of:
- late arrivals;
- early departures;
- unscheduled absences.
And comparing them against the company's attendance policy.
Managers can gain insights into employee engagement, motivation, and overall performance by tracking these attendance and punctuality KPIs.
For example:
- In healthcare, attendance and punctuality KPIs monitor nurses' and caregivers' attendance to guarantee they provide high-quality patient care.
- In the retail business, attendance and punctuality KPIs monitor the attendance levels of their sales associates to guarantee they provide top-notch customer service.
- In manufacturing, attendance and punctuality KPIs monitor worker attendance on an assembly line to guarantee meeting production goals.
Regular absences and being late to work can suggest employees are unhappy. Hence, tracking how much time your staff takes off is important.
💡 Tip: Your employees are people, not machines. So talk to your team members, ask them why they are late, and support them if needed.
Initiative and proactiveness
Initiative and proactiveness as a KPI evaluate an employee's willingness to undertake responsibilities beyond their standard job requirements and their ability to anticipate future challenges or opportunities.
This metric assesses an employee's engagement, resourcefulness, and forward-thinking approach to work and the organization's goals.
In his book, "The 7 Habits of Highly Effective People," author Stephen R. Covey discusses, "People who end up with good jobs are the proactive ones who are solutions to problems, not problems themselves, who seize the initiative to do whatever is necessary, consistent with correct principles, to get the job done."
It can be measured through qualitative assessments, such as peer or managerial reviews, highlighting specific instances where the employee demonstrated exceptional initiative or proactive behavior.
Team collaboration
Team collaboration as a KPI measures an employee's effectiveness in working within a team setting, including their contribution to achieving team goals, communication skills, and ability to support and enhance team dynamics.
This KPI evaluates how well an employee:
- Engages with others.
- Shares knowledge.
- Contributes to a positive and productive team environment.
It can be quantified through peer feedback, participation in team projects, and contributions to team meetings and problem-solving efforts.
Soufiane Erraji, IT Senior Manager at Procter & Gamble, suggests two interesting methods for measuring collaboration within an organization:
1. Compiling an accessibility score derived from peer reviews
"Ask employees to identify the top 5 employees they need to collaborate with and give an 'accessibility' score to each. Note: They can do so without naming them.
For those they marked as 'not easily accessible' employees, they can also mention what reason they see for that. This will provide a hard metric to score collaboration and good employee-level insights to enable action."
2. Using network graphs: each employee is a node, and every 2 well-connected employees is a straight line between their nodes. This graph offers a visual of the organization's network connectedness.
"Overall collaboration score is the network density, the ratio of number of lines divided by the ideal state network. E.g. If the ideal state is everyone connected to everyone, then total lines in ideal network is [(n-1)*n/2]."
🪜 5 Simple steps to get the most out of your KPIs
Many organizations often choose complex KPIs and treat them with skepticism. So, it is essential to keep your KPIs simple to make the most out of it in your team.
Here are five ways to make the most of your KPIs:
Align your KPIs with business goals
To make the most of KPIs, set realistic SMART goals and then pick the right ones that align with them.
Let's say you want to boost sales by 20% next year. Your KPIs should include conversion rate, daily sales, website traffic, etc.
However, if you're going to increase the conversion rate by 5% in six months, your KPIs should include daily sales, price trends, retention rate, etc.
Ask yourself these questions to choose KPIs that match your goals:
- What do you want your business to do?
- How will you spend money this year?
- How will you know you've met my goals?
- Is money your only goal in the business?
After answering these questions, you can choose indicators that link your personal and team goals to the organization's overall goals.
In a sea of KPIs, it is essential to understand that not all may suit your strategic and operational goals.
However, when used the right way, the right KPIs will help keep your team focused, aligned, and accountable.
Choose meaningful, relevant KPIs for each role
Selecting the most relevant key performance indicators is one of the major challenges most companies face. Because KPIs vary within the same organization depending on the people working and their associated roles or positions.
For example, in a manufacturing company, the General Manager may prioritize the overall efficiency and productivity of the production process as the ultimate measure of success. So, they would focus on metrics such as production output, cost-effectiveness, and resource utilization to ensure the company's profitability and sustainability.
However, the Vice President of Operations, who oversees brand promotion and customer engagement, might emphasize customer satisfaction metrics more. For them, the Net Promoter Score (NPS) and customer retention rates could be the key performance indicators that reflect the success of marketing strategies.
This happens because the perspectives of a General Manager and Vice President are different, and they operate with varying goals in mind.
Each role has key performance indicators reflecting its unique contribution to the organization's objectives.
💡 For more actionable advice on setting KPIs, can out our complimentary guide.
Ensure relevance: Regularly reassess KPIs for growth
Evaluating KPIs over time enables organizations to identify trends (or poor performances) and areas that need improvement. This helps your organization monitor how well they adapt to changes in the business environment, enabling them to make timely adjustments.
By doing regular checks with your KPI, your organization will know something has gone wrong, and an investigation is required. You can then devise a strategy to mitigate the issue and implement it before it has far-reaching effects on the organization's performance.
You can schedule regular conversations in your 1:1 meetings or quarterly reviews to get a snapshot of how each employee is performing. Reviewing progress enhances interest and satisfaction among the workforce.
💡 Tip: You should not stick rigidly to a predetermined set of KPIs. Instead, you should change your approach as circumstances evolve. Because businesses aren't static entities, your KPIs should also change as they grow.
For example, a startup might initially focus on brand awareness; however, customer retention and satisfaction become more critical as the startup grows.
➡️ Check out these 17 free one-on-one meeting templates for powerful employee conversations. Also, learn about the best check-in questions to make your meetings more engaging.
Ensure that KPIs are understood by people in your organization
Setting out a bunch of KPIs for your employees and saying, "Here, achieve these," isn't good enough. Without context, KPIs can be a meaningless target for your employees.
Every employee working for your business should know what's being measured, how it's being calculated, and, more importantly, what they should do (and shouldn't do) to affect the KPI positively.
This way, your employees feel valued and connected to the broader organizational goals and objectives.
Stoyan Mitov, CEO of Dreamix, a leading provider of software development services, says, "Since we've adopted a flat hierarchy, I would definitely get my team's feedback on the KPIs I'd chosen. I will let my employees know everything from A to Z: why these KPIs are essential, what the means for measuring and reporting them will be, and what the final results should be."
Avoid over-monitoring: Create a stress-resilient workplace culture
Although KPIs can be utilized to assess performance and pinpoint areas that require enhancement, an exclusive emphasis on these metrics may adversely affect your employees.
When leaders are too focused on KPIs, they put short-term results ahead of their people's health and well-being. This can create a toxic workplace, high employee turnover, and lower long-term productivity.
Therefore, while KPIs are essential, organizations must prioritize a balance between their metrics and the human elements of their business.
In 2016, Wells Fargo got caught up in a scandal. Employees were making millions of unauthorized accounts to reach their sales goals. The pressure to meet targets compelled their employees to engage in unethical actions.
➡️ Worried about how to improve employee performance? Here are 17 methods to improve employee performance to drive organizational success.
🏆 Top 5 benefits of using employee key performance indicators: Unlocking the potential of your team
Key performance indicators (KPIs) help you to effectively measure and manage employee performance, leading to growth and optimal management performance.
Here are the top 5 advantages of using KPIs:
Help you conduct a fair and objective performance evaluation
A survey of Fortune 1,000 companies reported that 66% of employees were strongly dissatisfied with the performance evaluations they received. This happens because most companies follow a predictable performance evaluation pattern for their employees.
Usually, in most organizations, employees will write about their successes and areas for improvement. Managers then evaluate their work, provide feedback, and rate their performance on a scale of expectations met.
However, KPIs provide a tangible way to measure an employee's performance. KPIs help you objectively assess an employee's achievements and contributions and how well they meet their performance expectations.
For instance, Microsoft, one of the top IT giants famous for being performance-oriented, initially used the traditional bell curve performance evaluation system but later adopted KPIs.
This shift led to a notable increase in productivity, reduced turnover, and high employee morale.
Assist you in creating targeted development plans
It is difficult to argue with data, so if your employee or department consistently falls short of KPI targets, it may indicate a gap in their skills or knowledge.
Rather than relying solely on subjective assessments where some form of bias may creep in, you're armed with insights from KPI reports. Based on it, organizations can design targeted training and developmental programs to address areas lacking performance.
These programs can include workshops, courses, mentorship, or access to learning resources, all aimed at closing the identified gaps.
Interestingly, more than 10,000 PwC survey respondents ranked excellent training and development programs third behind career progression and compensation as the top characteristics of a good workplace.
➡️ Learn how to create a competency development plan for your employees to bridge the gap between your employee's current abilities and the skills needed to perform in their roles.
Strengthen employee engagement by clarifying expectations
We all know employee engagement is a critical factor in the success of any organization. However, research shows that 65% of employees remain dissatisfied.
Knowing 'what is expected of them at work' is the key factor that boosts engagement at work.
When an employee has a clear idea of what to achieve, they may direct their actions specifically to meet the goals, and hence, an improvement in overall efficiency is obtained.
Clearly defined and tracked KPIs give employees a sense of purpose and direction. Because when they see how their work contributes to the organization's success, engagement and motivation improve.
McKinsey surveyed 320 contact-center employees in the United States through an electronic survey to understand the factors influencing employee engagement, satisfaction, and attrition.
It suggests key performance indicators (KPIs) such as average handle time and quality must be aligned with organizational goals. In addition, agents must feel that metrics are genuinely under their control; if agents are held to a standard they believe they cannot affect, morale and overall engagement will decline rapidly.
Tarun R Kodnani, the founder of Flowace, an AI-based tool designed to enhance workforce productivity, suggests a novel interpretation of KPI. According to him, KPI now signifies "Keep People Interested, Informed, Involved, and Inspired."
In this evolving landscape, he views these elements as the new currency driving employee engagement.
➡️ Learn how to create a career path for employees in 5 easy steps.
Also, are you looking for some examples of career progression? Here are 12 such examples to take inspiration from.
Inspire your employees to take ownership of their work
Imagine this: you started your business, hired a team, and set ambitious team goals.
However, as time passes, you wonder why some employees aren't meeting expectations, affecting your business's performance.
The short answer is employee accountability.
Successful businesses create clear key performance indicators (KPIs) to ensure that employees understand their roles and responsibilities, leaving no room for ambiguity.
By setting clear targets and providing regular feedback, managers can help team members understand how their contributions contribute to their overall success.
This helps motivate team members to perform at their best and take ownership of their work, improving accountability and commitment to the team's objectives.
When employees take ownership, they treat the business as their own, making decisions thoughtfully and responsibly to ensure success.
➡️ Learn how to measure employee performance accurately.
Also, check out employee performance ratings to measure various aspects of an employee's performance, along with 10 performance rating scale examples where employees are assessed on a scale from 1 to 10.
Provide clues to help you identify when to act
Employee key performance indicators provide clues and signals for action. You know immediately when things are good or when to act.
With assigned KPIs, you can tell what is happening now, what happened in the past, why it is happening, what is being done to improve it, what should be done, who is responsible, why it is important, what is affected by it, etc.
So, this goes beyond data and status indicators.
➡️ Set realistic KPIs and elevate your organization's performance with Zavvy
With an extensive list of KPIs, it is easy to get confused about which KPI would be relevant for your organization. So, even before thinking about your performance indicators, define your organization's goals.
Make sure these goals are essential for the success of your business and not just random goals you copied from a famous company you look up to for inspiration.
Here's how Zavvy can help you:
- 🎯 Set clear KPIs that align with your organizational goals to track milestones and drive performance.
- 🗺️ Create competency-driven career paths for employees to have full transparency of what is expected for every role and seniority and give your people a structured and transparent career growth path.
- 💬 Collaborate with your employees through Zavvy's one-on-one meeting software. Check in on your employees' KPI progress and adjust your targets whenever necessary.
- 📊 Add goals to your performance review process. Implement an unbiased and highly customizable review process that collects goal data and insights about your people's strengths and areas for development.
- 👨🎓 Boost employee engagement and performance with Zavvy's learning platform. Address knowledge and skill gaps with thousands of learning resources.
📅 Take the first step towards maximizing your team's potential—request a demo now.