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Staff!?!?! How do I keep them on track?

Rewarding team performance, KPI’s & OKR’s


We all know the challenge of trying to align team skills and efforts to business outcomes and an individual’s specific results, and reward that person fairly.


Two widely used methods from the “same same but different” school are KPIs and OKRs. Here’s a quick breakdown on what they are, and some ideas on how and why to use them.


KPIs (Key Performance Indicators)

KPIs are like the report card for a business, and individual team members. They are specific metrics that help measure how well we are doing in achieving our goals.

For example, KPIs could be things like sales numbers, customer satisfaction scores, or the number of products produced. These indicators are specific and measurable, providing a snapshot of how team members or different aspects of the business are performing.



OKRs (Objectives and Key Results)

OKRs are a bit like setting a roadmap or a game plan. Objectives are the big goals you want to achieve, and Key Results are the smaller, measurable steps that help you get there. Using a running analogy, your objective might be to become a faster runner, and the key results could include running a certain distance in a specific time, or completing a certain strength improvement plan.

In a business context, if the objective is to increase customer satisfaction, the key results could include specific actions like reducing response time to customer inquiries or improving the quality of products. Oh hang on, that sounds like it could be a job for a KPI………


While both KPIs and OKRs focus on performance, they can be used in conjunction, you know, kinda like team work 😊


KPIs are like specific grades on your report c


ard – they tell you how well you are doing in particular subjects. OKRs are like your plan for the semester – they outline what you want to achieve and the steps you'll take to get there – so your team knows why we are trying to achieve certain goals. By sharing the bigger picture, bringing your team into the development of the plan and the milestones, you will get better engagement, and drive improved performance.

One last little important thing – these tools are not just for big business. We have clients with teams of 3 using OKRs, and they work. Their sales process is a team effort, so they measure and reward accordingly – OKR suit them perfectly. On the other hand, we have used KPIs for our teams of 5 -7 in the past, and made sure we engaged everyone in the planning and calculation. It works.

Make them a part of your 2024 – and profit from the experience.


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