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KPI for Staff

There you're again during an assessment interview. "I think you're doing well," you say doubtfully. You estimate the performance of your employee by feeling, but you don't know for sure. You know that he is appreciated around the coffee machine and you see him regularly busy at work.

But does it perform well enough? You don't know, because... you don't measure it! It's high time that you gained a little more insight into the performance of your employees.

Use KPIs.

What is a KPI?

KPI stands for Key Performance Indicator. A Key Performance Indicator is simply a number linked to a performance. For example, the performance of your company or the performance of an employee.

With the help of a KPI you can see exactly how 'it' is doing. That figure, number or percentage therefore gives you immediate insight. The KPI must therefore be well-chosen and (easily) measurable. Preferably automatically.

You can set up KPIs to measure all kinds of things within your company. For example, profit, revenue and customer satisfaction. You can also use KPIs per employee to measure progress.

Use Key Performance Indicators for staff

You can use KPIs to measure the performance of your staff. As a whole (workforce), in a team (per department) and individually (per employee). Not necessarily to be able to 'count on someone', but to be able to make a factual assessment.

And if it's necessary, for example to support a dismissal, an assessment based on hard figures is much more powerful than an opinion or a feeling.

Benefits of Key Performance Indicators for staff:

- It gives you insight into the performance of your staff.
- It gives your employees insight into their personal performance.
- It can motivate employees to do their best better.
- It provides guidance during an assessment interview.
- It may be evidence of a possible dismissal file.

Try to use the KPIs positively. Link to good performance also rewards. Maybe a bonus or salary increase, but a pat on the back helps. Working with KPIs and performance rewards can be very positive for your employees. This is how you bring out the good employees.

Determine KPIs for employees

Is there anything you can objectively measure the employee's performance? Think of a figure that says something about the results. In the case of a production employee, for example, that's the number of products. His KPI is simply: number of products.

In this way you can see per employee type whether there is a number to which you can link it. We give a few examples in the table below.

Examples of KPIs for staff:

Employee typeKey Performance IndicatorStandard (month)Target (month)
production Number of products 500 600
Marketing Number of leads 20 30
Sales Turnover in dollars 20,000 30,000
Customer service Customer assessment Avg 7 Avg 8
Administration Booked invoices 80% 90%
IT Resolve cases 50 60

Assessment based on KPIs

How can you use KPIs for your assessment? Take the aforementioned production employee. To judge him fairly, you set a standard. You now know what a normal number of products is that an employee delivers on average. Per day, week, month, quarter or year.

Based on the set norm (for example 500 products per month) and the current production of this employee, you can now easily assess it. If he performs better than the norm, you can reward him for that. You can record this in advance.

Determine a number as the target. For example, with more than 600 products per month, he receives a bonus. In this way you stimulate him to perform better.

Linking Key Performance Indicators to targets

Determine a KPI linked to a target for each employee that's realistic and challenging. Staff can be assessed more easily on the basis of the set targets, the standard and the KPIs.

You know exactly how someone performs. You can use the figures during the assessment interview. Also make sure that your employee can regularly (or always) see his score, so that he can improve on time. This way everything is clear and transparent for him and for you. No more surprises during the assessment interview. And you no longer have to judge by feeling.

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