Most organizations collect data and use data to create or find key performance indicators (KPIs), but most are unsure what the key results a corporation needs to achieve. Organizations must be clear about what their key results are supposed to be, without a clear definition or measure of results it could lead to a host of problems. Just a few problems will be, poor employee engagement, high turnover, and misaligned work.
Define and Identify Key Results
Having too many KPIs generally cause confusion and not just from a measurement standpoint, but from an alignment standpoint. Simplifying key results require some understanding of what you are measuring and why, reducing the number down 3-8 vs 50-100 will seriously reduce confusion regarding work and why that work is meaningful. Clarity is important. So, from 50-100 KPIs reducing those KPIs down to a manageable size. (Often there is some confusion between KPIs and OKRs, keep in mind some KPIs can be key results for OKRs.) And once they are reduced and clearly defined, the need to be revisited more often than just at annual planning meetings.
Communicate Key Results
If key results need to be communicated, not just at the yearly planning session. They also need to be fully understood at every level of the organization, they need to understand their work and how it feeds into the key results. Down to one’s daily to-do list it needs to align with key results. To do this, each employee needs to understand their role at work and how that work leads to key results. If the key results permeate throughout the organization issues with employee engagement, turnover, and performance will improve.
Daily Monitoring of Key Results
It is important to monitor daily activities, collect data on those activities. But all activities should align with the key results and any objectives the company wishes to achieve. Keeping teams and employees motivated and aligned requires communication. Weekly or monthly meetings help check and guide any issues in achieving key results. Most meetings can be short, if data is shared digitally ahead of time and the purpose and items for the meeting is defined.
A simple way for discovering non-obvious issues of alignment is to have employees ask themselves about their work and quality. Doing this through self-assessment about their work to find issues in alignment is probably the easiest way. You can do this in groups, 1v1, or via a digital survey of sorts, but 1v1 coaching is probably the best solution.
Alignment is easier when companies have developed a culture of clear communication, accountability, and transparency. Software tools like beepHR offers tools to help align work with key results.