Introducing staff to the process
Posted: Thu Jan 30, 2025 4:02 am
At this stage, it is necessary to explain the changes that have occurred to employees. It is necessary to convey information to employees about the methods of calculating metrics and the implemented forms of motivation.
It is worth recording these changes on physical media. For example, you can hang tables with established standards in work areas and enter the results achieved by specialists into them every week (month).
Another way is to create a general chat in which the manager will be engaged in explaining certain questions to employees.
Step 5. Implementation
After completing all the previous steps, you can apparel company database safely proceed to reconfiguring control methods.
Document new KPI metrics for employees. This can be done in the form of a regulation on key performance indicators. Set standards.
The most effective option is to create a focus group of 2-3 employees. This will allow you to track the level of effectiveness of innovations.
This will give you the opportunity to level out the mistakes made and avoid standard problems immediately after the implementation of KPI. This will reduce future financial costs.
Use motivational boards that will reflect the achievements of all employees. With this, you will interest your staff in professional development.
Step 6: Create Counting Tools
The approval of KPIs and standards is followed by the stage of creating a timesheet, which will include the necessary values of the actual indicators of each individual employee.
Step 6: Create Counting Tools
Source: shutterstock.com
Calculations can be carried out using Excel. To do this, 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 real 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.
It is worth recording these changes on physical media. For example, you can hang tables with established standards in work areas and enter the results achieved by specialists into them every week (month).
Another way is to create a general chat in which the manager will be engaged in explaining certain questions to employees.
Step 5. Implementation
After completing all the previous steps, you can apparel company database safely proceed to reconfiguring control methods.
Document new KPI metrics for employees. This can be done in the form of a regulation on key performance indicators. Set standards.
The most effective option is to create a focus group of 2-3 employees. This will allow you to track the level of effectiveness of innovations.
This will give you the opportunity to level out the mistakes made and avoid standard problems immediately after the implementation of KPI. This will reduce future financial costs.
Use motivational boards that will reflect the achievements of all employees. With this, you will interest your staff in professional development.
Step 6: Create Counting Tools
The approval of KPIs and standards is followed by the stage of creating a timesheet, which will include the necessary values of the actual indicators of each individual employee.
Step 6: Create Counting Tools
Source: shutterstock.com
Calculations can be carried out using Excel. To do this, 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 real 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.