Watch this before you set a KPI for an employee скачать в хорошем качестве

Watch this before you set a KPI for an employee

You’ve heard all the clichés about performance measures. What gets measured gets managed. Where attention goes, energy flows. And you’ve probably had a business mate tell you they’ve got the right KPIs in place and that’s what truly drives performance. So you ask yourself: why isn’t it working in our business? Do we have the wrong KPIs, or is there some other problem that we can’t see? In Episode 7 of Lead to Grow, Tommy unpacks why so many attempts at KPIs and performance measures fail, the common mistakes that occur, and what you should do differently to avoid this happening. We start with the real reasons leaders introduce performance measures in the first place: people working hard completing tasks but not achieving what’s truly valuable, expectations not being clearly set, and employees saying they don’t know what success looks like. In this episode, we explore: • Why “what gets measured gets managed” is an oversimplification • The real reason most KPI and OKR systems don’t improve performance • The critical differences between KPIs and OKRs, and why neither works on its own • How measuring what’s easy can undermine trust and motivation • Why too many KPIs dilute focus and kill follow-through • The hidden cost of set-and-forget performance systems • Why performance measures must be part of a broader people system • The five practical steps leaders can take to make performance systems work • How poor follow-up and weak leadership conversations derail good intentions • Why context matters more than frameworks in performance management Key insights from the episode: Performance measures are signals, not solutions. KPIs and OKRs don’t improve performance by themselves. They only tell you what’s happening. Without strong leadership, role clarity, capability, follow-up and feedback, they become noise. Switching frameworks won’t fix broken systems. Moving from KPIs to OKRs is like replacing a car dashboard when the engine is broken. If the underlying people system isn’t working, a new framework just creates new frustration. Most KPI systems fail for predictable reasons. Common mistakes include measuring trivial things, using vague or unmeasurable goals, tracking too many metrics, failing to involve the team, and expecting the system to work without ongoing effort. Follow-up is where performance systems succeed or fail. The real work begins after KPIs are launched. Without consistent conversations, reinforcement and leadership capability, even well-designed systems fade into irrelevance. There is no neutral performance system. Every framework nudges behaviour in certain directions and suppresses others. The right question isn’t “Which framework is best?” but “What behaviours is this system encouraging in our context?” Practical takeaways for leaders: • Treat performance measures as part of an integrated people system • Define success in words first, then make it SMART • Involve the right people at the right points, with clear boundaries • Schedule regular follow-up and make it visible • Invest in developing leaders who can have effective performance conversations Connect with us: Tommy Sim:   / tommysim   LinkedIn:   / injecthr   YouTube:    / @injecthr   Instagram:  / inject.hr   Who this episode is for: • Business owners and founders • Senior leaders and people managers • HR and people & culture professionals • Anyone frustrated by KPIs, OKRs or performance reviews that don’t stick About Lead to Grow Lead to Grow explores the people principles behind high-performing businesses. Hosted by Tommy Simp, the podcast focuses on leadership, performance, culture and decision-making, with practical insights leaders can apply immediately. New episodes released regularly. If you found this episode useful, share it with someone who’s wrestling with KPIs or performance management. Follow the show on Apple Podcasts and Spotify, or subscribe on YouTube for future episodes.