Today, the abbreviation KPI is familiar to almost every employee whose activities are in one way or another connected with the need to achieve measurable indicators. Employees of sales departments, recruiters engaged in the search for suitable personnel, software developers – all of them are oriented in one way or another to ensure that in their work they achieve their goals and fulfill current tasks. Before the employer, this specificity of their activity raises the logical question: how to take into account the results obtained?

Indeed, taking these results into account is extremely important for all parties involved in the work. Thus, the employer is interested in the fact that employees perform their tasks with maximum efficiency, and this efficiency brought noticeable results, ensuring the prosperity of the company. The employee wants his work to be noticed and appreciated, including from a material point of view. Thus, both the employee and the employer are interested in a quality system for evaluating the results of work.

Today for these purposes there is the so-called KPI system – key performance indicators. It is a set of indicators that comprehensively take into account the activities of an individual employee. This complex includes not only the obvious aspects of the assessment, such as, for example, the amount of profit for the selling person or the number of employees hired for the recruiter, but also those tasks that do not bring immediate profit, but are extremely important for the long-term strategic development of the company. However, the development of an adequate performance management system is only half the battle. The second half is how to organize this very accounting of efficiency – so that all the necessary indicators are fixed in full accordance with reality. In this case, modern software will come to the rescue – the CRM system, which allows you to integrate any necessary KPI complex into it. The CRM containing the KPI system is a real find for an employer who wants to establish effective control over the activities of employees.

Firstly, the software will control the completeness and timeliness of filling in all the necessary fields, which means that all the work done will be taken into account in full.

Secondly, if a quality record of the employee’s activities requires that several team members take part in the assessment of his activities, CRM will provide them with the necessary information. So, for example, CRM Gydex will not only promptly remind all employees involved in solving the problem of the need to perform any actions, but will also present a report on their implementation to the immediate supervisor.

Finally, the CRM system with the integrated KPI complex will automatically calculate all the indicators that are required to calculate the employee’s work efficiency for the considered period of time. This means that on the basis of these indicators it is possible to develop an effective and multidimensional motivation system that will be completely transparent for the employee at the same time: he will understand for what successes he will receive a bonus or other bonus, and for any omissions he may be fined or otherwise recovery.

Thus, the CRM system becomes, if not a prerequisite for the effective use of the KPI complex, then, in any case, a guarantee of its high-quality implementation in each specific case. But it is precisely on the implementation that the effectiveness of the most advanced KPI system ultimately depends.