How do you communicate and motivate your employees with non-financial performance indicators?

Elegir NFPI relevantes: Los NFPI deben ser relevantes para el trabajo que los empleados están realizando. Por ejemplo, si estás dirigiendo un equipo de servicio al cliente, podrías considerar indicadores como la satisfacción del cliente o el tiempo de respuesta. Equilibrar los NFPI: Es importante tener una mezcla equilibrada de diferentes tipos de NFPI. Esto puede incluir indicadores de proceso (como la eficiencia), indicadores de resultado (como la calidad del producto) e indicadores de capacidad (como el desarrollo de habilidades). Comunicar los NFPI de manera clara y regular: Debes comunicar los NFPI a tus empleados de manera clara y regular.

Communicating and motivating employees with non-financial performance indicators involves focusing on metrics that highlight personal and team growth, engagement, and organizational impact. To communicate these effectively, set clear expectations, link the indicators to broader company goals, and regularly share progress. Recognize achievements related to these metrics, such as improved customer satisfaction, teamwork, or innovation. Offer regular feedback and create development opportunities aligned with these indicators, reinforcing how these achievements contribute to both individual and company success. By emphasizing the value of personal growth, recognition, and impact, employees are motivated to perform beyond financial rewards.

Start by clearly defining what NFPIs are and why they are important to the organization. Highlight how they contribute to achieving strategic goals and complement Financial Performance Indicators (FPIs).Explain how each NFPI is measured, including data sources, methodologies, and frequency of measurement. Implement user-friendly dashboards that display real-time data on NFPIs. Visual aids can make complex information more accessible and engaging.Schedule regular meetings or updates (monthly or quarterly) to review NFPIs, progress, and challenges. This keeps the focus on continuous improvement.

Il pourra être opportun d'organiser des workshop autour des IPNF pour les communiquer aux employés, afin que ceux-ci puissent poser leurs questions et comprendre en quoi leurs actions seront reflétées par l'indicateur. Egalement l'occasion de recueillir les questions des collaborateurs pour améliorer la manière de présenter les IPNF. Les workshops par équipe pourront être plus efficaces.. La discussion - y compris sur la méthode de feedback à employer, permettra d'impliquer les employés et de les responsabiliser sur les indicateurs. On pourra par exemple leur demander: "comment pensez-vous pouvoir les améliorer ?" Un feedback régulier est nécessaire

Use surveys or focus groups to understand what types of rewards and recognition resonate most with your employees. This could include preferences for public recognition, financial bonuses, or career development opportunities.Regularly acknowledge achievements through verbal praise, team shout-outs, or recognition programs. Celebrating small wins can boost morale.Ensure that targets related to NFPIs are Specific, Measurable, Achievable, Relevant, and Time-bound. This helps prevent unrealistic expectations that can demotivate employees.Establish transparent criteria for how rewards are earned. Employees should understand what is required to receive recognition or incentives.

Un système de récompense en fonction de l'amélioration des indicateurs se teste à l'expérience et il faut être prêt à le faire évoluer au fil du temps. Les événements rassemblant l'entreprise, et mettant en exergue les équipes les plus performantes, sur des indicateurs RSE par exemple, sont un bel exemple de reconnaissance publique et de cohésion de la culture d'entreprise.

Create platforms such as workshops, focus groups, or suggestion boxes where employees can share their ideas and feedback on NFPIs. This encourages open communication and demonstrates that their opinions are valued. Include employees in the process of setting NFPIs and associated targets. This collaborative approach can increase buy-in and make goals more relevant and attainable.Give employees the authority to make decisions related to their work processes that impact NFPIs. This autonomy can enhance their commitment and investment in achieving results.Provide opportunities for employees to enhance their skills through training and professional development related to NFPIs.

Impliquez et responsabilisés vos collaborateurs en leur demandant d'être force de réflexion sur la manière d'avancer vers les objectifs, d'établir une liste des actions possible et de choisir quelques actions en ce sens. Chacun pourra être responsable du suivi d'une action, se sentant ce faisant plus impliqué, autonome et investi.

Although non-financial measures are increasingly important in decision-making and performance evaluation, companies should not simply copy measures used by others. The choice of measures must be linked to factors such as corporate strategy, value drivers, organizational objectives and the competitive environment. In addition, companies should remember that performance measurement choice is a dynamic process – measures may be appropriate today, but the system needs to be continually reassessed as strategies and competitive environments evolve

Les indicateurs n'ont de valeur que si ils sont au service de la performance et des valeurs de votre entreprise (bien-être, pérennité, équilibre, en fonction de chacune). Si vous décidez d'en appliquer, il est important de s'impliquer à long terme dans le processus pour organiser un dialogue autour de ces indicateurs avec les opérationnels, du feedback régulier, questionner la pertinence du système et le mettre à jour par itération successive jusqu'à en être satisfait, et être prêt à le faire évoluer en cas de changement. Rien de pire qu'un système d'indicateurs obsolètes, qui épuise et frustre tout le monde en les engageant sur des actions dont la valeur est minimale.

🚀 Relevant NFPIs: Choose indicators aligning with strategy. Balance with financial metrics. The balanced scorecard approach paints a comprehensive picture. 📢 Clear Communication: Simplify NFPIs, explain significance, and link to strategy. Visual aids and regular updates create transparency, aligning goals and monitoring performance. 🌟 Motivate and Reward: Beyond communication, reward with recognition, bonuses, and career growth. Ensure fairness, avoiding unintended consequences and aligning with strategy. 🤝 Involve and Empower: Boost motivation by involving employees in NFPI processes. Seek input, grant autonomy, and encourage innovation. Ownership and commitment increase, fostering a culture of trust and collaboration.