KPIs are a vital part of any Performance Management or Strategy Execution system. Yet how many times have you struggled to understand or to explain what is meant by “KPI”? On the surface, it seems simple enough – Key Performance Indicator.
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We’ll start off today’s article with a quote from a well-known author, H. James Harrington, who once mentioned that:
“Measurement is the first step that leads to control and eventually to improvement. If you can’t measure something, you can’t understand it. If you can’t understand it, you can’t control it. If you can’t control it, you can’t improve it.”
Therefore, measurement is the first step towards improvement, in all the dimensions of an entity: from time to processes and from inputs to outputs.
Key performance indicator (KPI) reporting is an important stage in the performance management process. However, managers can sometimes fall into the trap of considering it as the end of the performance cycle. Merely reporting performance data will not deliver improved results—this is only possible when decisions are made based on data-driven insights.
Some common issues in KPI reporting are information overload (which makes it hard to focus on what is important), the unavailability of timely information (which hampers decision-making), and inaccurate data (which can lead to misinformed directives). By following these 10 pieces of advice, you can solve these aforementioned problems, ensure better KPI reporting, and consequently improve your decision-making process.
Ensure data timeliness by clarifying the responsibilities of data custodians and the data-gathering process. Sending reminders also helps in receiving data on time.
Verify data accuracy by requiring raw data and analyzing it before compiling the report. Frequent data audits ensure higher accuracy.
Make sure performance results are accompanied by comments. Data custodians should also provide the context in which either high or low levels of performance occurred.
Display data in tables and graphs by maintaining a simple and appealing visual design of the report.
Send the performance report to all stakeholders at least three days before the performance review meeting to ensure data is reviewed before the discussions.
Inform all participants about the performance review meeting agenda and make sure to stay on topic to ensure important issues are solved in due time. Should you be interested in conducting efficient and effective performance review meetings, make sure to include topics such as:
Presentation of results
Discussions on the KPIs that are far from reaching targets
Analysis of the possible causes of underperformance
Review of the portfolio of initiatives
Decisions upon the next steps
Prioritize discussing the KPIs in red to identify the root cause of the problems.
Avoid finding responsible persons for poor performance. Instead, focus on finding solutions and assigning accountability to ensure the agreed-upon initiatives will be implemented.
Keep it short by assigning a meeting coordinator to keep discussions on the right track. A performance review meeting should not last more than two hours.
Send a follow-up email with the meeting minutes and all initiatives established, along with their responsible persons and deadlines.
Improving the KPI reporting process leads to a better, more informed, and more efficient decision-making process. To track your progress, use our GPA Unit’s free tool, which offers maturity level assessments via its performance management audit!
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Editor’s Note: This article was originally published on January 7, 2015. It has been updated as of April 11, 2025.