Key Performace Indicators and Inclusive Metrics for KPI-s

KPI - Key Performance Indicators for inclusive performance

Imagine if your KPIs could talk. Would they cheer true performance, or just whisper “more, faster, now”—feeding pressure and fatigue? In many workplaces, poorly designed metrics do the latter. Employees chase numbers rather than meaningful impact, while leaders struggle to trust results.

KPI-s Oriented on Performance vs KPI-s Oriented to Justify the System

The old French term cobbailler described pretending to succeed: doing the minimum, checking boxes, and avoiding true excellence. Today, it lives on in dashboards, surface-level wins, and KPIs that reward input rather than meaningful output.

During times of change or strategic transitions, this mindset becomes even more pronounced. Teams are unsure what truly matters, expectations remain unclear, and panic sets in. KPIs, intended as guidance, can inadvertently fuel stress, disengagement, and even resistance.

Consider a team rushing to meet weekly targets, only to realize later that the output had little impact. Effort was high, visibility was good—but real value? Minimal. This is where the cobbailles mindset thrives.

The Numbers Don’t Lie

• 87% of employees feel productive—but only 12% of leaders fully trust team output (Microsoft).

• Weekly Teams meetings have surged 153% since the pandemic—welcome to KPI paranoia.

• 60% of neurodivergent employees experience burnout when metrics force them to mask their strengths.

• Inclusive workplaces boost productivity by up to 30% and see higher ROI—but unemployment among neurodivergent individuals remains 40%, eight times higher than neurotypical peers.

• High-potential employees (HIPOs) are 50% more likely to leave when performance is measured solely by numbers, rather than by impact, innovation, leadership potential, or problem-solving (McKinsey 2023).

These numbers aren’t just statistics. They are warning signs. Misaligned KPIs don’t just miss their purpose; they actively harm organizations by reducing engagement, diversity of high performance, and retention.

Why Old-Fashioned KPIs Don’t Work

Old-fashioned KPIs, designed to “cobbailler” the system, are a luxury organizations can no longer afford. Often, they are a wasted investment that fuels burnout, disengagement, and costly turnover (up to 200% of salary in some cases). With generational shifts in the workforce, younger employees increasingly seek purpose, autonomy, and meaningful impact, making the cobbailler mindset even less relevant and counterproductive in today’s workplace.

Human-Centered Performance Indicators

What truly matters are Human-Centered Performance Indicators: metrics that provide clarity, alignment, and direction. Their real power emerges only when they are inclusive and adapted to individual strengths.

Done right, performance ceases to be a source of paranoia and instead becomes a space for visible growth, creativity, and genuine impact, where everyone can contribute meaningfully and shine in their own way toward the corporate mission. For example:

• Neurodivergent employees may benefit from flexible workflows, visual supports, or structured guidance that lets them excel without masking their abilities.

• High-potential employees (HIPOs) may thrive by taking the lead on initiatives.

The result? Hidden brilliance is unlocked, inclusion is fostered, and organizational success becomes sustainable.

Designing Human-Centered KPIs: A Mini Framework

To make KPIs a tool for empowerment rather than stress, organizations can follow this framework:

1. Align metrics with meaningful impact : Focus on outcomes, not just activity. Clearly communicate expectations so all employees understand how success is measured.

2. Provide tailored support for diverse strengths : Recognize that neurodivergent and neurotypical employees may require different mechanisms to succeed.

3. Communicate clearly and consistently : Use multiple channels and formats to ensure goals and feedback are understood by everyone.

4. Review regularly with feedback loops : Adjust KPIs to evolving business goals, team dynamics, and individual growth.

5. Celebrate diverse successes : Recognize contributions that build culture, collaboration, creativity, and long-term value, not just numbers.

Pause and Reflect

Now, take a minute and ask yourself: Are your company KPIs reinforcing a “please-the-system” mindset, or empowering employees to use their strengths, make an impact, and shine?

About the Author:

Liana Ohanyan is a Strategic HR Business Partner and the founder of Soutien RH911, a fresh and agile approach to human-centered HR solutions. As a contributing author at Phrcert and Inclusive HR & Burnout Innovation Lead with the Mentametric™ Advisory Team under MentAImage, she explores how inclusion, neuroscience, and innovation can reshape the way we work.

She also serves on the Advisory Committee for YesWorkability Canada, where she advocates for accessibility and neurodiverse talent inclusion. Passionate about organizational design and sustainable HR practices, Liana helps leaders build workplaces where performance and well-being go hand in hand — because thriving people build thriving organizations.

Connect with the author on LinkedIn.