Key Performance Indicator Tree

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For example, instead of “increase sales,” you might set a KGI as “earn $100,000 in sales revenue in 6 months.” Then, instead of simply trying to “increase customer satisfaction,” try “reach 85% satisfaction based on an email survey of current customers.” State your goal with the exact number you want to achieve, and give yourself a deadline to achieve it.

KPI (Key Performance Indicator)
Next, KPIs or "Key Performance Indicators" indicate how effective your current approach is in getting you closer to your end goal. These are the goals for each stage before the KGI. You can determine the steps you must take by working backwards from your end goal and set your KPIs appropriately. Make sure your KPIs are directly connected to the KGI so that the KGI is achieved by successfully meeting all of the smaller KPIs. If you have completed all of your KPIs but still haven't reached your end goal, you may need to go back and reset your metrics.

Difference from OKR


OKR stands for "Objectives and Key Results" and is a collaborative cyprus telegram number database method for setting and tracking goals. OKR was first created by Andy Grove of Intel and has attracted the attention of large companies such as Google and Facebook in recent years. In Japan, Mercari and CyberAgent have incorporated OKR into their products.

While KPIs allow you to objectively review whether you are achieving your goals, OKRs are a model for sharing and visualizing the process of achieving your goals in a team environment. The OKR formula is broken down into one main objective and 3-5 key results, or the actual methods of how you will achieve it.

For example, if your goal is to expand your business abroad, your key results might be (1) establish partnerships with 15 local companies in the first quarter, (2) have at least 30 subscribers using your services by the end of the quarter, and (3) host two webinars per month for local audiences to generate leads.



Note that OKRs are usually broken down into different levels of the organization — from the entire company, to departments or teams, to individual employees. Their goals and methods should all be linked to the ultimate “goal” of the business in this way.

Difference from KSF