Setting your KPIs

This guide provides a structured approach to creating individual KPIs. It aims to help everyone establish meaningful and measurable KPIs, aligned with company and personal development goals.

A two-fold approach to individual KPIs.

Your KPIs should balance two key aspects, your personal growth and alignment with your team’s KPIs. Aligning your growth within the ABCD Performance framework means that you will be continuously expanding your technical skills, developing leadership abilities and closing your gaps, which will enable you to continue to climb levels at Significa. You should also ensure that your KPIS supports your team’s KPIs. By doing so, you can be sure you are contributing to the wider success of Significa and are a core part of our collective success.

Balancing these two aspects will foster both your professional and personal fulfilment. We hope.

Ultimately, we want to ensure that each person's achievements drive the company forward while promoting personal growth and motivation.

Framing good KPIs

Effective KPIs should clearly demonstrate measurable impacts, reflecting tangible contributions to Significa, your department, and your personal ABCD development. Here are some guidelines.

Make it specific

Avoid vague metrics that are hard to measure or interpret. Instead, clearly define what success looks like.

Vague KPI: Improve client satisfaction.

Specific KPI: Achieve a client satisfaction score of 90% or higher.

Ensure it's measurable and time-bound.

KPIs must be quantifiable and bound to a given time frame. Use numerical values to make tracking progress straightforward and ensure there’s always a set deadline for your KPIs.

Abstract KPI: Contribute to Significa Foundations.

Measurable KPI: Make 3 new contributions to Significa Foundations during Q1 2025.

Set achievable targets.

Your KPIs must be challenging but realistic. They should push you to perform and drive Significa forward without being impossible to reach.

Overly ambitious KPI: Triple the company's revenue in one quarter.

Achievable KPI: Increase revenue by 5% compared to Q1 2024 within Q1 2025.

Keep it relevant to your ABCD.

Ensure that your KPIs help you progress through the Levels by being fully knowledgeable of the ABCD framework.

This will mean that your KPIs relate to your responsibilities, your current level, and where you aim to be in the next performance review, making it easier for you to see progress in your career and compensation.

Irrelevant KPI: Become a master at golfing.

Relevant KPI: Improve cross-departmental collaboration by organising bi-monthly knowledge-sharing sessions to enhance team awareness of diverse expertise (Culture & Collaboration).

How we support you

To help you achieve your KPIs, you'll have monthly one-on-one sessions with your manager. You should use these sessions to gather feedback, address any challenges, and make adjustments as needed. These meetings are a valuable opportunity to keep your goals on track and receive guidance on your progress.

Quarterly KPI setting

Individual KPIs are set on a quarterly basis.

Take this time to review your past progress, analyse your achievements, and define the priorities for the next quarter. We encourage you to be proactive in preparing for these sessions, ensuring you bring your own KPI suggestions to the table. You should document your KPI's in your page in Meet the Team - where you can add detailed steps to achieving your KPI, track progress and choose between detailed and simple KPI templates to consider what's required for you to achieve your KPI's.

Ultimately, you are responsible for your growth. We are responsible for helping you get there.

By framing your KPIs with this approach, each KPI becomes a stepping stone toward both personal and organisational success.

Hey Designers! KPInspiration for you…

We get it, you probably thought to yourself, well damn, how can I come up with 2 KPIs to show results within a quarter? Fear not, we’ve got you covered with some inspiration to spark you… Feel free to lean on some of the following KPIs to get you going.

KPI: Ensure my project meets WCAG 2.1 AA compliance standards for accessibility.

• Why it works: Strengthens inclusivity and prepares products for broader use cases.

• Measurable Output: Accessibility audit reports or compliance checklists.

KPI: Organise 1 knowledge-sharing session for PMs and Engineers to explain key design principles or decisions on my active project.

• Why it works: Enhances team alignment and ensures that design considerations are understood across roles.

• Measurable Output: Session delivered and feedback collected.

KPI: Identify and suggest at least 2 process improvements for internal workflows, such as design-to-dev collaboration or feedback cycles.

• Why it works: Encourages designers to think beyond individual projects and contribute to operational efficiency.

• Measurable Output: Suggestions made and adopted by the team.

KPI: Integrate at least 1 emerging trend (e.g., AI-driven design, AR/VR interfaces, or sustainability principles) into a live project during the quarter.

• Why it works: Encourages innovation and keeps designs cutting-edge.

• Measurable Output: Trend implemented and client/user feedback.

KPI: Share an article in the Design Slack channel with a simple brief explaining why the article is interesting for the team weekly.

• Why it works: Encourages knowledge sharing and big-picture thinking.

• Measurable output: 12 articles shared with the wider team.

And for you too, Engineers!

KPI: Increase unit test coverage by 10% on at least 2 major codebases within the quarter.

• Why it works: Improves code reliability and reduces bugs in production.

• Measurable Output: A percentage increase in test coverage was reported.

KPI: Conduct at least 30 thorough code reviews per quarter, providing constructive feedback to improve code quality and knowledge sharing.

• Why it works: Builds collaboration and enhances team-wide coding standards.

• Measurable Output: Number of reviews completed and feedback addressed.

KPI: Automate at least 2 repetitive tasks or workflows (e.g., CI/CD pipeline, testing scripts) to improve efficiency.

• Why it works: Saves time and reduces manual errors.

• Measurable Output: Number of automated processes implemented and time saved.

KPI: Conduct at least 2 technical knowledge-sharing presentations for the team within the quarter, focusing on new technologies or lessons learned.

• Why it works: Encourages learning culture and spreads expertise across the team.

• Measurable Output: Number of sessions held and team feedback.