Dear HR,

Dear Mr. KPI,

Thank you for the question. Change is an ever-evolving aspect of business because, in the end, development and innovation are primary objectives. However, sudden, hasty, and large-scale changes can bring complications to any company.

One complication is identifying what methods to set employee objectives and evaluate their performance following a huge interruption, such as natural disasters, a pandemic, or a market deviation. The key performance indicators (KPIs) and goals from before may not work anymore.

As a result, when companies respond to these unexpected shifts, not only do they modify their products, services, and markets, but managers also have to calibrate their expectations as well as the way they give out feedback.

With this, it can incite the production of a new and more successful performance culture, one that centers around:

• Comprehensive assessments of employee performance

• Cooperative objective setting

• Future goals and evaluations

• Managers taking on coaching as one of their primary responsibilities

But first, to revamp your employee KPI and review process, you need to arrange your current employee KPIs into those that won’t and will work after the sudden change.

Read more about it here: Update Employee KPIs: How To Change Goals Midyear