We all understand the importance of key performance indicators (KPIs) as employees. They provide measurable goals; help track progress and give us a sense of achievement when we meet them. However, there’s more to the employee experience than simply hitting targets and crunching numbers. While KPIs are a great way to gauge performance, they often fall short of driving genuine engagement and inspiration. We need more than metrics to stay motivated – purpose, recognition, personal growth, and meaningful connections.

Personally, one of the most powerful motivators is a sense of purpose. As an employee, I want to feel like my work matters, not just to the company’s bottom line but to something larger. When leaders consistently communicate how our day-to-day tasks contribute to the company’s mission, the community, or even societal goals, we’re far more likely to feel connected to our work.

Recently, we held a three-day Agency Workshop focused on improving our service to current clients and attracting new business. While our discussions included numerical analysis, the key takeaways were our three P’s: Professionalism, Proactiveness, and Personability. These elements are essential for enhancing our clients’ profiles and generating new business opportunities.

As we discuss client services, let’s also remember the importance of kindness towards our colleagues, clients, family, and the environment. This spirit of kindness is a fundamental part of Navigate PR’s DNA.

Kindness also goes both ways: kindness is shown towards and by leadership. Instead of focusing only on KPIs, I appreciate it when leaders ask: How is this project making a difference? or What value is this bringing beyond the numbers?

KPIs help measure what we’ve already done, but we also want to know what’s next. What are we learning? How are we growing? Leaders who invest in our personal and professional development make us feel valued in a way that KPIs alone cannot. It’s motivating when managers offer training, workshops, or even mentorship opportunities to help us expand our skills. Beyond that, having regular one-on-one meetings where growth and development are discussed — separate from performance reviews — shows a genuine interest in our long-term success, not just short-term results.

All too often, recognition is only tied to meeting or exceeding KPIs. But what about the efforts we put in that don’t directly impact the numbers, like helping a colleague, coming up with innovative ideas, or showing resilience during tough times?

For me, it’s encouraging when leaders notice the little things — like my dedication to teamwork or my creative problem-solving — even if they don’t directly tie into a KPI. Celebrating those moments makes me feel seen, boosting my enthusiasm to contribute even more.

We spend a significant portion of our lives working, so the environment must be one where we feel comfortable, motivated, and supported. A positive work culture promotes collaboration, open communication, and wellbeing. When managers prioritise building a healthy culture, it directly impacts our engagement.

I’ve found that when leaders foster trust, encourage feedback, and create spaces for honest dialogue, I feel more connected to my team and the organisation. When working in an environment where people are supportive, inclusive, and respectful, I naturally want to do my best — not just to meet KPIs but because I genuinely care about the team’s success.

KPIs can sometimes feel restrictive, focusing only on specific outcomes. However, creativity and innovation don’t always fit neatly into measurable boxes. Managers who create room for experimentation and new ideas help spark inspiration. I’ve always appreciated leaders who encourage “thinking outside the box” without fearing failure. It makes me feel empowered to take initiative and explore new approaches to problem-solving.

We all know that burnout is real. When work becomes too focused on KPIs, it can feel like a never-ending treadmill, leading to stress and disengagement. Leaders who recognise the importance of work-life balance help employees maintain their motivation and mental wellbeing.

Offering flexibility, encouraging time off, and respecting personal boundaries show managers care about us as people, not just workers. When I know my wellbeing is a priority, I’m more likely to stay engaged and put my best foot forward, not just because it’s expected but because I feel valued as a whole person.

KPIs are just one piece of the puzzle. While they are necessary for tracking performance, they’re not enough to keep employees fully engaged and inspired. We want leaders who see us as more than just numbers on a spreadsheet — who invest in our growth, recognise our efforts, and connect our work to a greater purpose.

Let’s create an environment where both performance and people thrive!

Margaret Mentz
PR Account Manager,
Navigate PR