Generally the only one I know of is for use. Technically, the KPI should be seeing increases in worker productivity, but a lot of jobs don’t have meaningful KPI’s.
I have to agree. My boss technically looks at one KPI for me and my team, but it’s a badly lagging indicator and I can only influence less than half of it.
His real KPI for me is how many times he gets called by someone complaining about me or asking me to reassign my priorities to what they think is important. The lower the better.
When I used to work at IBM, we always had to quantify various aspects of our job. If you can’t measure the job, how do you do job performance evaluations?
Generally the only one I know of is for use. Technically, the KPI should be seeing increases in worker productivity, but a lot of jobs don’t have meaningful KPI’s.
I have to agree. My boss technically looks at one KPI for me and my team, but it’s a badly lagging indicator and I can only influence less than half of it.
His real KPI for me is how many times he gets called by someone complaining about me or asking me to reassign my priorities to what they think is important. The lower the better.
When I used to work at IBM, we always had to quantify various aspects of our job. If you can’t measure the job, how do you do job performance evaluations?
It ends up being qualitative based on roles and responsibilities.
How so? Even managers have quantitative kpi’s.