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On KPIs and giving actionable feedback — Ronan Kennedy
ronankennedy.ieI was working with an intern recently and was struck by how much her work improved over a week. The reason: I gave her useful feedback that was clear and implementable. Her performance and commitment weren't issues - my poor feedback was the issue. Like everything else, it's simple when you know how! We can't give employees results to aim for if they're not clear on how to actually achieve those results. Saying 'you need to improve' or 'get more sales' doesn't help anyone because it's not actionable.
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Keywords cloud | Coaching KPIs career Ronan work feedback Career Kennedy employee Blog Executive results customer team Home Learn working Lunch Location Workshops | ||||||||||||||||||||||||||||||||||||
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career | 8 | 0.40 % |
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Blog Videos Location | 4 | 0.20 % | No |
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Events Blog Videos Location | 4 | 0.20 % | No |
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On KPIs and giving violating feedback — Ronan Kennedy Ronan Kennedy HomeWell-nighCoaching Career Coaching Executive Coaching Lunch and Learn Workshops Events Blog Videos Location Contact Bookings Home/ About/ Coaching/Career CoachingExecutive CoachingLunch and LearnWorkshops Events/ Blog/ Videos/ Location/ Contact/ Bookings/ Career Coach and Trainer Blog Home/ About/ Coaching/Career CoachingExecutive CoachingLunch and LearnWorkshops Events/ Blog/ Videos/ Location/ Contact/ Bookings/ March 20, 2017 On KPIs and giving violating feedback March 20, 2017/ Ronan Kennedy I was working with an intern recently and was struck by how much her work improved over a week. The reason: I gave her useful feedback that was well-spoken and implementable. Her performance or transferral weren't issues - my poor feedback was the issue. Like everything else, it's simple when you know how!We can't requite employees results to aim for if they're not well-spoken on how to unquestionably unzip those results. Saying 'you need to improve' or 'get increasingly sales' doesn't help anyone considering it's not actionable.*KPI = Key Performance IndicatorActionable feedback is touchable steps an employee can take to modernize a merchantry outcome (e.g. consumer satisfaction). Here is an example of two KPIs that a consumer service staff member could focus on. Respond to each consumer service query within one working day.Complete consumer service surveys without each promotional event.The eyeful well-nigh this is that it gives the employee an opportunity to measure their own progress and discover key areas in which to improve. The last point is a cadre tenet of productivity disciplines (i.e. 6 Sigma): the employee closest to the issue is empowered to find solutions considering they are the person working in the zone daily.Employees know that they have to continuously improve, alimony clients happy and be as productive as possible, but what's the weightier way to requite them constructive feedback? Here are a few tips I found useful:Firstly, the person needs to commit to the concept of having KPIs and measuring them.Then, they must come up with their own KPI - but they can be given guidance or the KPI could be vetoed if it's not suitable. Management has their own separate KPIs (e.g. Net Profit). There should be a maximum of 1 or 2 KPIs, not more. If there's more, then they're not 'Key'.The KPIs need to be directly influenceable and measurable by the individual.The individual needs to create their own simple way of measuring their KPIs.Once the KPIs are created and well-set upon, the work can begin. At the start, the most important thing to focus on is the transferral to the process, not the results. Results take time - expressly when introducing a new methodology. Then, a review of the KPIs should be washed-up every week at the same time for no increasingly than 20 minutes per team - this may take longer at first. If the employee does well, they should be commended (I know this is obvious but many managers don't do it so I'm still going to say it) - ideally in front of others. Or they should be given feedback and suggestions from the team. Finally, business, like sport, is a team game and should be conducted as such. The employee is subject to their team (for weightier results), not management.Good luck with the good feedback! March 20, 2017/ Ronan Kennedy/ EMPLOYEE ENGAGEMENT, CAREER, LEADERSHIP Engagement, Employees Ronan Kennedy What exactly is Emotional ... Wait for the pushback Home/ About/ Coaching/Career CoachingExecutive CoachingLunch and LearnWorkshops Events/ Blog/ Videos/ Location/ Contact/ Bookings/ Ronan Kennedy Finding and doing work that you enjoy is not an easy process for many people. My goal is to support you in your search for work that you love and moreover to help you unzip it in practical steps. So whether you need career advice, career guidance, or career counselling, finger self-ruling to find out if career coaching is right for you with a self-ruling 15-minute phone call. I offer career guidance, career planning, executive coaching, self-employment preparation and interview preparation. Newsletter Sign up to monthly blogs Email Address Subscribe Thanks for subscribing! Recent Posts Featured Ideal Interview Preparation A structure when you've no structure Dissecting Job Descriptions What's the process of waffly jobs? Identifying Models and Mentors How to destroy a working relationship: Ego Effective Networking Strategies Anti-fragile Understanding Career Options Working Late: the grand excuse Role Identification 6 Tips for an superstitious internship Rediscover Your Transferable Skills Learning to say 'no' Understanding What Motivates us 16 Quick tips for dealing with stress at work Radical Transparency The One-Page Strategy Interviews: outdated and ineffective Personal MBA - 25 typesetting recommendations Congruency in leadership 1000 True Fans from Kevin Kelly Brain injuries and CVs Ways to make a career from writing The untold career opportunity 9 Top tips for speed learning 10 reasons to work from home A largest way to ask for a raise Robots are coming for your job 4 Transferable skills of top CEOs Topics BUSINESS 34 CAREER 114 EMPLOYEE ENGAGEMENT 19 FAVOURITES 19 IDEAS 14 LANGUAGE 4 LEADERSHIP 13 LIFE 64 PHILOSOPHY 7 PSYCHOLOGY 15 RELATIONSHIP 9 Copyright © Ronan Kennedy 2017. 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