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Creating Agile Performance Indicators (API’s)

As business conditions change, business objectives also change. Many of us have experienced that the target set at the beginning of the year can become meaningless in the middle of the year. The most important skill that organizations must acquire right now is the ability to focus employees’ priorities on frequently changing goals. As in SCRUM, it is an agile work to bring all parties related to targets together, to produce business results in short cycles (sprints) and to give feedback to the employee on the results, to coach, to clarify what is expected in the next cycle and to re-adjust the targets when necessary. We create culture.

It has been found that close to half of the millions of employees surveyed by Gallup do not have a clear idea of what is expected of them at work every day. This data is a clear indication of how great the hidden cost of inefficiency actually is. The employee’s awareness of his/her roles and responsibilities and the benefit he/she brings to the company and the feeling of achieving this will not only increase productivity but also support commitment and motivation. The important thing is that the employee feels himself in the game. Therefore, clear, harmonious, agile and adjustable targets have become very important for organizations. It is necessary for each employee to understand what his/her role is in the whole and to measure the work result he/she will produce regarding this role. From this point of view, Google’s application since 1999Based on the OKR (Objects Key Results) framework and adding our experience, we developed the concept of API’s (Agile Performance Indicators) for FeedForward .

The path followed to determine the APIs can be described as follows;

Each position; operational excellence / the main benefit that will be added to company strategies, both departmental and interdepartmental, is defined.
For each employee, 4-6 goals are set every three months and monitored daily, weekly or monthly as needed. (for example, 10% increase in sales from stock in the first 3 months, or sales in category x, shortening the closing period, closing positions, information integrity). For each target, 1-3 business results and 3 measurement criteria are determined. Goals are evaluated every 3 months.
Each goal is compatible with other APIs (for example, increasing website traffic by 10% with a marketing campaign, hiring two new experts, etc.)

Every member of the company and every team develops their API and shares it on a common platform to ensure transparency, accountability and necessary support.
For APIs , target realization range and measurement methods are determined together with the relevant parties.

2- Giving Continuous and Effective Feedback

Providing managers with guidance training and tools to provide frequent and systematic feedback to their employees, in addition to managing the business well, will greatly contribute to increasing internal efficiency. The fact that managers spend time focused on their employees and are trained on how to improve employee performance is the most critical indicator of success today.

The changing conditions since the 1950s have brought about a period in which managers are no longer evaluated by their expertise or success in business results, but also by their human management skills. Giving feedback is information about how a person behaves and strives to reach the goal. It is not a judgment, but rather information that a person can accept or reject in order to get closer to their goal. So it is not advice and constructive criticism.

With Feed Forward , we provide trainings and process-oriented tools to company managers and employees on Getting and Giving Feedback in order to spread the Feedback Culture throughout the company, and then we observe and provide information on how they mutually manage the feedback process in the sessions. Gradually, students can assess the work done, reflect on what they have learned, identify what they need to strengthen, review it when necessary and recover some productions to expand their learning.

 The elaboration of the portfolio must be done together with the student, for this it is necessary to:

Establish the purpose of the portfolio: for which subjects and periods it will be used; what is the homework of the students; what jobs will be included and why, and how it will be organized.

Define the criteria to assess the works.

Establish specific moments of work and reflection on the evidence of the portfolio.


It is an instrument belonging to the observation technique, which allows evaluating procedures or behaviors carried out by a person; Likewise, it shows the degree to which a characteristic or indicator is present. It is very simple to develop and use, which is why it is a very practical instrument to promote self-assessment in students.

 Steps to make it:

 Define the purpose: Establish the competence, performance, learning or product to be evaluated.

Translate the purpose into indicators or traits to be evaluated.

Write the indicators or traits in the first person.

Determine the levels of achievement or performance, for example: very good, good, regular, I need to improve.


It is an instrument through which the student reflects on his own performance, assessing what he already knew, what he learned and how he learned, all this taking as a reference contents of the conceptual, procedural and attitudinal scope. One of the advantages of the self-assessment notebook is that it allows the student to identify her strengths, what she needs to reinforce, as well as those action guidelines that give her better results to learn.

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