Quantitative measurement of employee performance

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Benchmarks for assessing efficiency — business goals, LTV, plans, revenue and income growth forecasts, number of clients — are set by the company's manager. After that, the company's actual performance indicators are studied: they must be compared with the expected ones. But simply comparing two figures is not enough — you also need to get to the bottom of the reasons for their discrepancy.

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Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
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Over the past 7 years, we have conducted over 23,000 comprehensive website audits and I have learned that all of us as leaders need clear and working algorithms for our marketing and sales.

Today we will share with you 6 of the most valuable documents that we have developed for our clients.

Download for free and implement today:


Step-by-step guide to creating marketing KPIs
Template for calculating KPIs for a marketer

9 Examples of Universal Selling Commercial Proposals
Upgrade your CPs to close more deals

How to make KPI for the sales department so that profits grow by 20% or more?
Step-by-step template for calculating KPIs for OP managers

Checklist of 12 main indicators for website promotion
Find out what metrics are needed to properly optimize your website

40 Services for Working with Blog Content
We have collected the best services for working with content

How to define your target audience without mistakes?
A proven guide to defining a company's target audience
Download the collection for free
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Once this is done, it is time to think about the performance indicators of employees and ways to improve them. For example, if the company's sales plan is not met, it may be due to some external reasons, not lazy managers, and there is no point in demanding that employees reach the planned indicators by any means if the situation is force majeure or if they were not provided with normal working conditions when working with clients.

Planned figures in performance assessment are not made up just like that, but are established based on an analysis of the actual situation. Goals should not only be clear, achievable and objective, but also flexible, taking into account unforeseen circumstances. All this requires not just words, but strategic thinking with a deep understanding of the context.

Employee loyalty
Every organization wants engaged and loyal employees who stick to their jobs, are passionate about serving clients, and are passionate about the success of the business. But different job titles require different levels of loyalty.

Experts and managers: special requirements
Managerial positions have their own quantitative indicators of labor efficiency. Individual specialists of rare professions, brilliant designers, talented programmers and successful salespeople are also determined by special criteria, and not by a standard measure. In order to support and improve the business process in which they are involved, it will be necessary to understand the specifics of their work, delve into all the nuances and solve problems in order to set reasonable and adequate requirements for such employees.