The key performance indicator (KPI) is a measurement method for determining and then evaluating with precision the actions carried out by an employee during a given period.

Key performance indicators, KPIs, KPIs… In the world of work, these terms are more than common. But what do they correspond to? How to define them according to the sector and the profession and why is the performance indicator essential?

Key Performance indicator: definition and typologies

What does KPI mean?

The key performance indicator (KPI) is a quantifiable measurement that is used to assess the progress or success of a company, team or project, based on specific performance objectives. This acronym is the translation of KPI for Key Performance Indicator in English.

What types of KPIs are there?

In general, to determine its objectives, a company bases itself on 4 indicators:

1. Productivity performance indicators
2. Quality performance indicators
3. Capacity performance indicators
4. Strategic performance indicators

What is the performance indicator used for?

In the field of HR, KPIs also represent a tool used to quantify and qualify the work of company employees. This approach makes it possible to:

• motivate and retain employees;
• assess and improve team performance;
• boost employee engagement;
• managing an employee in difficulty;
• set up bonuses;
• identify training opportunities to strengthen professional skills;
• promote talent;
• adopt a policy of transparency on the expected effectiveness.

To be totally effective, the project manager who implements the KPIs is required to give the employee regular and constructive feedback.

Establish measurable performance indicators: the SMART technique

To set up KPIs with employees, HR or the manager can rely on 5 SMARTER criteria . Your manager can therefore include these KPIs during your annual appraisal interview

• Specific

The objective must be clearly defined and understood. For example, improve website traffic by 15% at the end of Q4.

• Measurable

It must be possible to measure progress towards this goal. For this, it is necessary to use precise data such as percentages, figures or sums of money.

• Accepted

The employer and the employee must agree on the common objectives, linked to those of the company.

• Realistic

It must be ensured that the objective can be achieved by the employee according to the resources available within the company (team, equipment, budget, etc.) and the economic environment of the sector.

• Technically feasible in time

It is necessary to determine a realistic time frame to accomplish the proposed objective or task.

• Rated

During the execution of the project, the collaborator and his manager can review the KPIs established to ensure that he is on the right track to accomplish his project.

• Readjusted

He can also decide on any changes in real time, always in accordance with the company’s strategy.

Examples of KPIs offered to employees

Here are some performance indicators that can be proposed by a manager. It should be noted that if the latter does not mention any KPIs during the annual evaluation interview, the employee can quite easily establish their KPIs themselves according to the company’s indicators, specific to their sector and size.

These can be commercial, organizational or financial objectives such as:

• Increase mobile site traffic;
• Reduce team turnover;
• Engage and retain new talent;
• Improve customer satisfaction;
• Meet production deadlines;
• Develop the quarterly gross turnover;
• Increase the email opening rate;
• Speak during meetings;
• Take training to acquire a skill.

Use performance indicators to apply for a position

When a company recruits, two particular elements hold its attention. The candidate’s human qualities and professional achievements. To discuss his latest, it is therefore wise to indicate KPIs in his CV and during the job interview .

The KPIs appreciated by recruiters

To have a precise portrait of the candidate in front of them, recruiters are particularly interested in the employee’s indicators relating to:

• business growth: revenues, sales, contracts signed, etc.
• savings made: budget, time, customer turnover, etc.
• the human impact: number of collaborators in the team, the customers you follow, etc.
• frequency: the recruiter seeks to know if the action taken is a “one shot” or if the candidate regularly exceeds the mentioned objective.

How to mention your KPIs in a CV or in an interview

First of all, it is preferable to indicate in your CV the key performance indicators related to the position and the sector for which you are applying. You should also know that the company can check whether the given elements are real.

To establish your professional credibility, you need to explain precisely:

• the actions carried out (Ex: hiring + integration of 4 new employees and a qualification contract);
• with supporting figures (Ex: increase in engagement by 28% of visitors to a website);
• the time required to accomplish this objective (Ex: 2 semesters);
• human resources (Ex: the number of people managed on the project).

Correctly identified, these KPIs make it possible to summarize the impact of your actions on the company. And if the interview turns out to be conclusive and you are hired, don’t forget to ask that your new performance indicators be clearly defined on paper by your N+1.

Get the job you want thanks to performance indicators

To do this, put the odds on your side by creating your free and tailor-made Monster account. Thanks to your new candidate profile, you can upload your CV to our CV database and thus make yourself visible to companies that are recruiting. You can also consult the advertisements published for the whole of France and contact the recruiters without intermediary.