One big issue I am facing during my consulting activity is the fact that, people have difficulties to visualize the impact of their daily job on company indicators.

It creates frustration (“why nobody see my value?”) and does not allow to give a direction, a goal to the team. Without common objective, you cannot create a team spirit.

There are at minimum 3 types of situation:

• For some manager it maybe that KPIs are tracking only a part of their performance (e.g.: human productivity but nothing about machine usage in a Machining workshop,…)

• for some support function it is the fact there is simply no KPIs to measure their activity (which KPIs do you have for internal logistics? Missing part on assembly line, labels issues,..?)

• last case, the KPIs are tracking a larger perimeter that people activity and muds the understanding of their performance (Quality indicators for an entire workshop and not for each assembly lines)

From my experience, a good KPI has first to be SMART:

• Specific,

• Measurable,

• Achievable,

• Relevant

• Time-bound

Then, for the “Relevant” aspect, my advice is to use the KPI trees methodology. There are lot of information about KPI trees on web and i am confident you will find the ones you need, but in few words:

KPI trees methodology is a visual representation of the link between KPIs, from the top company ones (financial KPIs) to the local/team level (operational KPIs). It allows to identify the missing or not relevant ones in the current organization and to build, with the team the ones that will give sense and motivation to people.

HowTo ​​​​​​​