With information moving so quickly regarding global pandemic COVID-19, many companies are facing the daunting task of taking care of their employees, customers and their bottom line in a fluid environment. We’ve already seen some companies using Rhythm as their tool of choice to keep everyone aligned and executing in lock step.
As a training and on-boarding expert at Rhythm Systems, I know a lot about KPIs. Recently, I’ve also learned a lot about OKRs. Many of my newer clients have come to us for a systematic way to implement their OKRs. As I help these clients map their goals into our software, I’ve been thinking a lot about whether the KPIs I know and love have a place in this world of Objectives and Key Results. I’ve come to the conclusion that while KPIs and OKRs are different, there’s a clear benefit to having both.
After recently reviewing thousand of Annual Plans and Quarterly Plans, I can say without a doubt that improving employee engagement seems to be top of mind for everyone this year. How on earth do you keep today's dynamic and diverse employees happy, engaged and productive? It's the million dollar question that we ask ourselves year after year.
According to Gallup, companies with highly engaged workforces outperform their peers by 147%. Gallup also concluded that 87% of employees worldwide are not engaged. So, how do you know if your company is on the right side of those statistics? You need to start measuring employee engagement KPIs this quarter so that you can keep your A Players and reduce employee turnover. This is not just a function for the human resources department, the best team managers measure employee satisfaction KPIs on their teams.
Each KPI and Priority should have clearly defined success criteria. What is success? What is failure? Discuss, debate and agree as a team.
Sounds simple, right?
For many teams, setting Red-Yellow-Green (RYG) business success criteria is a challenge. It doesn't come easily for everyone. Fortunately, it's a skill that can be learned.
First and foremost, success criteria should be SMART (specific, measurable, attainable, realistic & timely) red yellow green performance indicators are critical to hitting your goals and targets. Below are a few examples of using SMART red yellow green performance indicators in the real world.
Written by Cindy Praeger and Eskinder Assefa
A fairly significant body of research now clearly shows that the reason why a number of mid-to-large companies face is not that their strategies were not sound, but because they were unable to create a culture of strategy execution to perform well on those otherwise sound strategies. Successful teams bridge the strategy to execution gap through Intelligent Work.
Leadership 101 tells us that it’s important to set clear and specific goals for ourselves and for our teams in order to achieve business goals and objectives. In other words, all of our business goals should be “SMART” (Specific, Measurable, Achievable, Relevant and Timely.) In order to craft a good smart goal, you need to take a couple of steps back and look at the whole picture - why are you doing this? The best SMART goals always start with “why.” Are you taking an educated guess at what you think a good goal is going to be that will equate to business success? Are you confident enough in defending that guess to someone else? If you fully understand the “why” behind the project, it is much easier for you to define your time-based goals. Goal setting theory clearly states that the better you write your SMART goals, the better your team will perform.
Businesses looking to implement goal setting best practices are often drowning in a sea of acronyms that can be hard to navigate. What’s better - MBOs or OKRs? Where do KPIs fit in? Should I have SMART goals or stretch goals or something else? There are lots of tools and frameworks and different acronyms out there, but there are some key elements of effective goal-setting that underlie all of the most effective business goals.
First, let’s clarify the terminology a little bit. I’ll give a brief explanation of what MBOs, OKRs, and KPIs are and what the pros and cons may be for each.
As the middle market strategy execution experts, we get asked a lot of questions about KPIs or Key Performance Indicators for firms to manage the metrics that matter. In fact, we get hundreds of thousands of yearly views on our KPI blog posts alone! Our comprehensive KPI Guide is one of the most valuable free resources that we offer to the middle market community free of charge to help companies determine the right set of KPIs for their business if they don’t have the resources to utilize our expertise and KPI dashboard software to create a balanced scorecard (BSC) of their performance.
My husband used to coach a 3- and 4-year-old soccer team (the “Gorillas”) at our neighborhood YMCA. If you’ve never watched toddlers play soccer, it is pretty hilarious. I remember one game, someone walked by the sidelines with a puppy, and every player on both teams ran off the field in the middle of the game to pet it! I also remember one game where little Petunia with her precious braided pig tails was the goal keeper (the kids rotated so everyone had a chance to be the goalie at least once in the season). A particularly big, fast kid from the other team kicked the ball right to her, and she quickly moved out of the way, turned to watch it go in the goal, and then clapped! “We scored!”
The body has four main vital signs that doctors use all around the world to determine the condition of a patient. The four vital signs are body temperature, pulse rate, respiration (breathing) rate and blood pressure. These are measurements of the basic functions that keep you alive. They need to be functioning properly in order for anything else to work, including your brain! These metrics are just four of the hundreds of potential measurements that a doctor could use to assess the health of a patient. However, the four vital signs are the most important elements of a patient’s current state of health. Once the vital signs are stable, the doctor can begin to diagnose the long-term treatment of the patient, but they don’t do that until they know the vital signs have stabilized. Do you know the vital signs for your company's success at achieving its strategic plan and key business objectives?