Now that you know what a key performance indicator is and have developed your own set (maximum of 7, remember?) to measure against your objective, it’s important to keep a few things in mind. Use this KPI checklist to ensure that your KPIs are in check.
| Tick | KPI Checklist |
| I am measuring a Key Performance Indicator | |
| I am measuring the performance of a repeatable process, not a one-off event. | |
| The performance indicator I have chosen is the KEY measure of that performance. | |
| I know which process I’m measuring and why | |
| I know the outcomes/objectives I want to achieve. | |
| I have a preferred threshold or target range for the KPI. | |
| If my KPI is not at the level I want, I know what corrective action to take. | |
| My team believe in using this KPI as a measure of this process | |
| The KPI is easy to calculate. | |
| The KPI is easy to communicate and understand. | |
| The KPI is built on stable data. | |
| The people who are being measured can impact the value of the KPI. | |
| My KPIs are aligned | |
| My KPIs support each other. | |
| My KPIs are aligned to my business objectives. | |
| I have made provision for support and training | |
| I have consulted my employees. | |
| I have thought about a communications plan. | |
| I have thought about a rewards and recognition programme. | |
| I have thought about a training programme. | |
| I have built in review mechanisms | |
| I have set a date to review and revise my KPIs. | |
| I have a system in place to keep my KPIs under control | |
| I will be alert for new KPIs arising—formal or informal. | |
| I will be alert for unintended consequences of using this KPI on my employee’s behaviour. | |
| I have set a reminder to round up my KPIs—formal and informal—on a regular basis to see what is driving the behaviour of my employees. |
