4 tips for setting individual KPIs for your team

Setting individual KPIs for each of your employees is probably one of the most important things you can do in your business. But it doesn’t end there – there’s so much more to KPIs with just setting them!

KPIs are absolutely essential to driving business results, improving employee satisfaction and reducing employee turnover. All of these are pretty important, right? Obviously should be top priorities. After all, you want your team to be motivated and to feel empowered to make a real difference in their career and in their workplace, for the wider world.

Without clear, concise and constructive KPIs, employees can be left feeling a lack of purpose and direction not just within company, but also in their career journey. You want to steer away from this at all costs!

As a manager or business owner, it is your responsibility to ensure you have an effective KPI system for employees. But how exactly do you do it?

My top 4 tips for setting individual KPIs for your team:

  • Set stretch KPIs. If your employee wants to move up in the business, their KPIs should be stretch i.e. difficult to achieve, but it should also be made clear that just passing isn’t enough – exceeding is where you need them to be.
  • Think about what needs to be done. What does the company need to achieve in order to get it here you want it to go, and how will the input of individuals affect that? For example, if you want an extra $100,000 in revenue from your team, you then need to work back from that number. How many calls do they do now to get that number? How many extra would they make? Emails to send out? Whatever goal is the KPI or action the staff member has to take must to correspond accordingly.
  • Performance measurement and follow up is essential. How do you measure/track performance and how do you feed it back to people? Performance metrics should be visible and clear where everyone can see them and know where they sit against others of the same position. It can either be a great motivator or a real kick in the face as to where they think their performance is at.
  • Seek feedback from your employee on what their goals are and what they want to achieve. If that’s a promotion or a sideways step – their KPIs need to align with both what the organisation needs and where they want to go, what they want to be.

Would you like to learn how to create a culture of high-performance and authenticity, and how you can best support, engage and empower your people to succeed? Back for its fifth year, the Authentic Leadership Summit 2020 teaches you how to lead with greater purpose in the contemporary business climate. Early bird rates end in 7 days, so now is the time to get your tickets. Register here.

Bad management and how to stop it

Stopping bad management ruining businesses and stagnating people’s careers is something that I’m really passionate about. When it comes to bad management, it isn’t just about intimidation or belittling, deliberately setting unachievable targets or projecting the stereotypical “horrible bosses” behaviour. It can be as simple as leaving staff wondering what their goals are, resulting in them not being able to achieve them, or a dereliction of duty because it’s too hard or too confronting.

In 2020, I’m challenging CEOs, CFOs, CMOs and everything in between, no matter what the size of the business or organisation, to stop bad management and to have the tough conversations that turn managers into leaders.

I’ve worked in small, medium and large organisations in the education sector and have been fortunate enough to meet hundreds of managers from some of the largest organisations in the country to start-up business owners trying to find their way. Some of the key things I have learnt along the way include:

  • Communication is key – people have to know what to expect and how they are to deliver on those expectations
  • It’s recognition – staff should know when they have done a good job and have shown the right commitment
  • It’s providing an environment of psychological safety, of allowing people to ask the hard questions and not being afraid of addressing concerns
  • It’s leading by example and modelling the behaviour you want others to emulate and being brave enough to call out behaviour that is not OK
  • It’s making values and standards clear and visible and recognising behaviour the exemplifies those values and standards because allowing poor behaviour to continue says clearly to other staff that that behaviour is OK, but it also says to them you don’t care enough about them or the company to stop it

So, my question to you is – how will you change your management style in 2020?

If you’re looking for ways to enhance your management style, join us for the upcoming Authentic Leadership Summit being held in Sydney from the 17-20 March 2020. Back for its 5th year, keynote speakers include, Ita Buttrose, Larry Marshall, Tim Kelsey and Mike Baird to name a few. Early bird pricing is available in until the 14th February 2020 – book here.

Executive Leadership Summit 2019: What We Learnt

For those of you who attended our Executive Leadership Summit last month, I’m sure you’ll agree it was a very inspiring and practical experience, this was definitely the best event I have been to in 2019. Keynote speakers Mark Bouris and Todd Sampson were transparent and spoke from their real experiences from their personal journeys of showing up, facing fears and overcoming obstacles in leadership.

The Executive Leadership Summit is all about unleashing your leadership potential. What got you here, won’t get you there. To get there, you need not just the tools but the insight of seasoned executives.

This year, we had over 16 leaders of Australia’s most successful companies speak at the summit about their experiences from leadership, strategy and innovation to people and change management.

I would like to personally thank each and every leader who shared practical, experience-based keynotes and case studies. It was pure honesty, passion, real stories, big and small successes, facing fears and sharing the learnings from making mistakes.

It’s nice to know that some of the country’s best leaders make mistakes, because we all do.  But what really matters is how we grow and develop as a result. The lessons we learn make us who we are. Those who attended will agree we all walked away feeling motivated to take control of our leadership capability and take new actions with confidence.

Tim MacKinnon, Managing Director of eBay Australia and New Zealand opened the summit, speaking off the cuff about the mindset of an effective leader and his top 5 practical tips for executive leadership; it was raw and real. His talk was a highlight for many, reassuring “everyone no matter where they are, can be great leaders” and exploring how to build and balance authority and approachability, especially as you progress in seniority.

Adventurer, filmmaker, television presenter and businessman Todd Sampson showed us how you can boost your creativity and brain power in his VIP keynote, sharing the tools he has discovered while working on his acclaimed series REDESIGN MY BRAIN. He explained “it’s all in the power of the mind to overcome fears” and how you need to continually keep working your brain plasticity. Mental flexibility is absolutely important in business, as is visualisation and emotional regulation. If you have control of your mind, you have control of your life.

I really enjoyed the highly anticipated VIP leadership strategy keynote by Mark Bouris AM, one of the nation’s foremost business strategists. For me, it was a career highlight. Mark drew on his experience to explain the fundamentals of business strategy and its implementation, opening with “a leader … is someone who leads by example” and asked, “what are you doing in your business to hold everyone accountable?”

Mark shared his wisdom on how leaders must drive the discovery of purpose, be willing to take risks and be prepared to fail; “a leader in a business has to offer guidance on ethics”. He urged leaders to provide the structure for the business to execute and operate under, “you’ve got to build a team”. The structure should be revisited every month for continuous improvement.

Suzy Nicoletti, Managing Director of Twitter focused on understanding your people in order to lead them better. She reminded us that building a strong culture of high performance, transparency and trust within a team is absolutely important for talent attraction and retention. She shared unique insights from her five years at Twitter, and why honesty wins over the sugar-coat approach. People want to know you holistically, the real you.

If you missed out on joining us this year, don’t worry we’ll be back in 2020. We have a fantastic line up of events for 2020, kicking off the year with the Authentic Leadership Summit on 17-20 March.

Back for its fifth year, at this summit you’ll learn how to lead your organisation with greater purpose in the contemporary business climate. Key speakers include, Ita Buttrose AC, OBE, Roger Eaton, Katrina Troughton and Larry Marshall. See the full program, line-up and secure your seats here.