In our search for how to choose meaningful targets for our KPIs and performance measures, we often look for a procedure or a formula to set the right KPI target value. But what we ought to do before that, is check if the conditions are right for any KPI target to work.
Most performance measures or KPIs will have targets. After all, we have them to focus us on improving performance. But that focus can fracture if we don't take care in how we express our measures and our targets, so they speak the same language.
It's so very hard to set a target for our monthly workplace injuries measure of 5. It feels like we're aiming to injure 5 employees! That's not ethical, is it? It only feels right to set the target as 0. But then we feel like we're setting ourselves up to fail. The tension is awkward. What to do?