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If you’re struggling to set Key Performance Indicators that hold people accountable and move the organization forward, keep Watching. Most businesses struggle to choose the right KPIs that communicate the strategy and create the right level of focus and engagement to keep the staff motivated to perform. You might have access to thousands of KPIs (all relevant to what you are looking for) but is it the RIGHT KPI? Are you measuring their performance on the RIGHT things? This is the question you could be asking yourself. Another issue you might be having is that you feel that the KPIs you have in the performance framework isn't driving the business objectives. You feel like your KPIs are disconnected from the organization and if your people achieve them it doesn't really show in the performance of the company. What's the point of that! Their great performance should have a direct impact on the business. My client asked the same question about the performance after they realized their performance management system was simply a tick-box exercise that added zero value. Everyone hated it - including the management. The KPIs they had were Subjective Vague Not measurable Not directly linked to any strategic goals In many cases unrelated to what was happening on the ground Were set after the year had started Similar roles were measured with different KPIs and inconsistent targets Staff were only measured once a year and were not being given credit for all the good work they had done throughout the year. There were no standards in the KPIs and the targets were not calibrated correctly, and so the KPIs became meaningless Eventually, the leadership team said, “let’s either FIX it or DITCH it!” They recognized the need to get direction and experience from KPIs Professionals who could get done right and quickly. To cut a long story short, we set-up scorecards with carefully considered KPIs and targets for each role and built systems and processes to manage it for over 800 people. Each person was given between 6 and 10 KPIs. At the end of the year, the Average achievement across 5600 KPIs was 9% higher than Target. The incredible thing was that their financial performance had also exceeded their budget by 9%. The client was convinced it wasn’t a coincidence but rather the result of -Engaging the staff when setting goals -Creating a robust and fair framework to manage performance -Choosing the right KPIs for the right roles -Calibrating the targets more scientifically -Having standards and visibility Holding everyone accountable to what had been agreed upfront including the executive team. So if you want to do this for your company here is a good way to start. So here is what I’m suggesting today. I will give you the four steps to help you build a performance culture. These steps are just the foundation. You will need more information than what I can provide in this video, however, I do have 3 options for you.   Step 1: We provide training to get everyone on the same page covering the “basics of performance” and how VALUE is actually created. Step 2. We refocus the staff’s attention to the GOALS, INITIATIVES and PROCESSES of the organization. This step empowers staff and creates the right level of buy-in. Step 3. After listening to what work needs to get done, we co-create Key Performance Indicators that make sense for the roles and that create value. Step 4. We build a user-friendly PERFORMANCE SCORECARD that creates visibility, focus and engagement with the view to repeating good performance and correcting underperformance on a continuous basis. So here are 3 options. 1: Carry on trying without any help Performance management as I am sure you are aware is something that is extremely difficult, complicated and overwhelming. It's a specialized skill in the HR toolkit. If you don't have the knowledge or the skill and you still attempt to create a performance framework it will easily cost you 10 to 20 times more in lost productivity with every bad scorecard you make, so make certain that you are sure before you press forward. 2: Attend a workshop that does a skill transfer that allows you to take this knowledge and apply it in your business. This is perfect for a DIY approach. If you like doing things yourself and have the time, take this approach. It’s a seriously good skill to have if you are working in the HR department. 3: Get a consultant to help you who is specialized in performance management. This is not a general HR skill that you are looking for, this is a complicated process and needs specialized attention. We've done these hundreds of times with businesses of all shapes and sizes.