Guest post from regular contributor S. Chris Edmonds:
You’ve heard of them. KPIs. Key performance indicators. If I were to ask you to list your company’s top five key performance indicators, you’d probably be able to tell me at least a few of them. However, there may be some that are unclear.
If you are a leader, it is your responsibility to make your organization’s KPIs straightforward and succinct, to communicate them regularly, to hold staff accountable to them, celebrate their accomplishment, and to meet your own KPI’s.
A clear set of KPIs helps everyone align their plans, decisions, and actions to those metrics. Every member of your team, whether a leader, supervisor or the front line, has a right to know what is expected and to what measures they will be held accountable.
There is another set of indicators that will also be extremely helpful: WPIs.
Everyone in your organization has the right to Work Place Inspiration – WPI’s – as well.
WPIs are your company’s valued behaviors. The “how” of team interaction, customer service, and community impact. You can create policies, procedures, and practices that form your WPIs. For example, how do you expect your teammates to approach disagreement? What are the procedures for dealing with a dissatisfied client? How will the team regularly review the company’s value statement and make sure to implement it?
Just like KPIs, your WPIs should be straightforward and succinct, communicated regularly, demonstrated, and part of your accountability program.
In my culture work with senior leaders, I help them craft an organizational constitution–a formalized statement of agreements showing how they will deliver promised performance (KPIs) in alignment with company values (WPIs).
Research* indicates that happy employees:
● Deliver 31% higher productivity
● Demonstrate three times higher creativity on the job
● Are ten times more engaged by their jobs
● Are 40% more likely to receive a promotion within a year
● Generate 37% greater sales figures
● Are three times more satisfied with their jobs
While some companies take the idea of an organizational constitution literally, most of my clients do not use the exercise to refine business governance. Instead, they use it to increase their WPIs, which affect their KPIs. They see a boost in employee performance, passion, and profits.
Your employees deserve this. Moreover, you do, too.
* The Economics of Wellbeing by Tom Rath & Jim Harter and Positive Intelligence by Shawn Achor (from the January/February 2012 Harvard Business Review)
S. Chris Edmonds is a sought-after speaker, author, and executive consultant. After a 15-year career leading successful teams, Chris founded his consulting company, The Purposeful Culture Group, in 1990. Chris has also served as a senior consultant with The Ken Blanchard Companies since 1995. He is the author or co-author of seven books, including Amazon best sellers The Culture Engine and Leading at a Higher Level with Ken Blanchard. Learn from his blog posts, podcasts, assessments, research, and videos at http://drivingresultsthroughculture.com. Get free resources plus weekly updates from Chris by subscribing here.