This tool allows you to automatically record the current and long-term goals of the company and subsequently assign performers. Both quantitative and qualitative assessments are made using tables. There is a designer for setting up business processes, but it is impossible to conduct an assessment using templates. Participants can interact via messages and comments. There is no possibility to manage the payroll, and labor costs are presented in one report.
Additionally, it is possible to configure control panels using a designer and organize data using various filters. It is possible to install a mobile application on iPad. Data is collected by analyzing built-in business processes, direct integration with databases, parsing websites, processing emails, etc. So far, the developers have not provided information on the successful implementation of this solution.
KPI Suite
The goal of developing KPI Suite zalo database was to provide favorable conditions for group work. The solution consists of several modules, including those that allow you to evaluate the KPI of personnel and business. The creators focused on visibility and adding interactive capabilities.
Additional functions allow you to manage projects, identify risks, and conduct strategic planning. However, the program does not allow you to set up alerts and manage performance, as well as generate reports. The manufacturer claims that data can be loaded from the DBMS through intermediate tables. There is very little information about completed projects.
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Checklist: How to Achieve Your Goals in Negotiations with Clients
Common Mistakes When Implementing KPIs
The transition to a new system can sometimes be difficult, while to achieve the desired effect, you need to follow certain principles. Here are the most typical mistakes made by management.
KPIs are in conflict with the organization's goals
The manager does not pay attention to strategic planning. The indicators are accepted conditionally. As a result, even if they are achieved, the business does not advance. In turn, the staff usually does not go beyond the set tasks. This leads to difficulties in coordinating the activities of departments.
Management focuses on numbers, not people
In these conditions, employees focus all their efforts on compiling reports and show less initiative. The atmosphere in the team becomes more tense due to insufficient support for team spirit. To prevent such a situation, it is necessary to diversify corporate life, organize holidays, conduct group training. Sometimes it is worth just talking to employees to identify negative factors.
Employees are given a large amount of work to do
The required values are unachievable, which is why the staff loses interest. In addition, it cannot significantly influence the result. When specifying standards, focus on previously obtained data to correspond to reality.
Management expects a large number of KPIs to be met
This approach has a number of disadvantages. First of all, each indicator is characterized by a lower weight, which makes motivation more difficult. At the same time, it is more difficult for employees to concentrate and remember all the points. Therefore, only the main KPIs should be used.
Guaranteed income is getting smaller
If an employee's earnings before the introduction of KPI were 30 thousand rubles, he will not be satisfied that now he can definitely count on 20 thousand rubles, and other payments depend on the circumstances. It cannot be ruled out that the new system will contribute to income growth. But this is not so obvious. An emotional reaction of the employee may provoke his dismissal.
The premium is too low
The consequence of this is a loss of motivation among employees. The size of the bonus should make them want to make an effort to earn it. Also, always keep your word. Don't skimp on paying fair compensation.