Step 6: Create Counting Tools
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Calculations can be carried out using Excel. To do 3 phone number identifier philippines his, you will need to set up automatic calculation of personnel performance using formulas:
In cell D4 you need to enter the formula for calculating the execution:
KPI:=C4/B4*100%
Next, drag the cell by the lower right corner to the end of the list of indicators (let's say to cell D8). Thanks to this action, you will copy the formula to cells D4:D8 .
Then you need to change the formula in cell D4 so that it looks like this: /B$4$*100%.
Now select cell D4 , copy it and paste it into cells F4 , H4 , J4 , etc. (Ctrl+C — copy, Ctrl+V — paste).
In cells F4 , H4 , J4 , L4, you need to remove the “$” signs from the formulas , and then drag the cells down to the end of the list of KPI indicators.
To calculate the overall value of employee efficiency, insert the formula =AVERAGE(D4:D8) into cell D9 . It should correspond to the number of KPI indicators used.
The final step is to copy cell D9 to cells F9 , H9 , J9 , etc.
Thanks to all this, you will have a timesheet that will automatically calculate the efficiency of employees when displaying their real achievements.
With the help of programs such as Bitrix 24, Megaplan and SalesapCRM, you can calculate KPI for each employee online.
Step 7. Control
Once the KPI system is fully implemented, the company needs to monitor all elements of its operation. It is necessary to constantly monitor the quality of the introduced methodology so that the selected performance indicators provide the highest level of benefit to the organization.
Rules for evaluating the use of KPIs
In order to give an optimal assessment of the identified indicators, the following rules should be followed:
Compare planned values with actual ones. If KPI standards were not achieved, then it is necessary to analyze the reasons, because in some situations the employee simply cannot influence them. Then it is necessary to edit the indicators.
Consider the reasons for deviations from the norm , and both positive and negative results require analysis.
Create an action plan after the assessment. The goal is to increase the positive result and, if necessary, change the indicators. Please note that communication between management and subordinates is of great importance.
Identify potential errors in calculating KPIs. This will help assess the correctness of the motivations compiled and adjust the size of rewards.
Form and approve the procedure that will determine the calculation of employee bonuses.
For example, the KPI indicator is the cost of 1 transaction in January 2022. Revenue in the amount of 400 thousand rubles was brought in by 500 sales. The value of the indicator will be equal to 400,000 / 500 = 800 rubles. In February 2022, this same parameter was 300,000 / 500 = 500 rubles.
In this case, it is necessary to evaluate the activities of salespeople in the sales area, enter the corresponding values into the KPI list, provide feedback to customers, and evaluate changes in product types.
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Development and implementation of KPI indicators in complex situations
Each area of activity has its own specific features for working with KPIs, for example:
For creative fields
When it is necessary to create a KPI indicator for employees in creative professions, difficulties often arise related to their creativity, ingenuity and the lack of standard methods for achieving their goals.
For creative fields
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First of all, it is necessary to determine the specifics of the creative direction of a particular employee. For example, an employee is engaged in the creation of a new invention, according to the set deadlines, as well as quality standards and technical implementation.
In this case, the implementation of KPIs may give a negative result, because it will simply tie the hands of a creative worker. It is quite possible that this method should not be implemented for organizations in the fields of innovation, art, discovery, etc.
However, not all of these workers have the opportunity to carry out their activities only after inspiration has come. Most often, creative people are limited in the cost of services and the time frame for completing the work.
For example, if the task is to develop an advertising campaign, the customer will not wait for the marketer to come up with new solutions. In this case, as a rule, a contract is signed, which includes exact deadlines, cost and expected results.
For this type of service, it makes sense to set the following indicators:
Order fulfillment terms.
No errors (compliance with customer requirements).
Customer satisfaction with the result (service level).
To meet the standards for order fulfillment deadlines, you need to rationally load your employees. When an employee is overloaded with too many tasks, he simply loses the opportunity to complete everything at the right time and in the right quality.
Therefore, it is necessary to correctly compare the volume of work and deadlines, to establish the production process. This can be achieved by optimizing business processes, creating and implementing a regulatory framework and monitoring orders.
If you want to conduct an analysis of the quality of the creative's work, you need to understand who will act as an evaluator. It is best if this is done by the customer, whose opinion should be found out through a survey.