The most important thing at this stage is that the tasks and

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Performance indicators of the departments are in favor of the company’s great and most important goal, as we mentioned above. Step Four: Make sure to make indicators and goals “ SMART . ” Your goals and indicators should not be too general, for example, do not say we should increase sales or increase our social media followers. Here comes the role of the SMART strategy.

Which is an abbreviation of 5 words as follows: The S is short for Phone Number Data Specific . M is short for Measurable . The A is short for Achievable . The R is short for Relevant , meaning relevant to the goal . The T is short for Timely . For example, in the previous example, instead of aiming to “increase your social media followers,” you should aim to “increase your Facebook page followers from 25 thousand to 28 thousand within a month.” Thus, in this example, the indicator for your goal is clearly the number of social media followers, specifically the Facebook page.   



Of course, it is more complicated than this, and I generally advise you to read more about using the SMART strategy to determine specific performance indicators. Step 5: Make your KPIs as clear as possible After you have completed defining and developing the general perception of performance indicators, you must explain them as much as possible to the company's departments and its various employees. So you have to add some details to it, for example: Description: A complete description of the performance indicator and its relationship to the performance of the department and the company.