Advisory Services / Pillar 04

Performance, OKRs & KPIs

Connect roles and teams to value-chain outcomes. Design OKRs and KPIs that matter and align incentives to strategy.

The Challenge

Your supply chain team is busy, but can you connect what they do to the P&L? Procurement is measured on cost; supply planning on service. They're misaligned—and so are their incentives.

We help you build a "Talent × Value" framework that connects roles and teams to value-chain outcomes.

Sound Familiar?

  • "Our supply chain team is busy but we can't connect what they do to P&L"
  • "Procurement is measured on cost; supply planning on service. They're misaligned"
  • "We've hired people for digital/ESG roles but can't measure if they're paying for themselves"
  • "Our incentives don't match strategy (e.g., we want sustainability but bonus is 80% cost reduction)"
  • "We have KPIs everywhere but no clarity on leading vs. lagging indicators"

What We Deliver

A comprehensive approach to connecting talent to value-chain outcomes.

Value Chain KPI Framework

Map end-to-end metrics: Service (OTD, fill rate), Cost (spend variance, logistics cost), Cash (working capital, inventory days), Sustainability (emissions, ethical sourcing). Define ownership and line-of-sight.

OKR Design and Cascade

Design OKRs aligned to business strategy. Cascade to teams and individuals. Ensure balance across cost, service, cash, and sustainability—not just one dimension.

Job Description & Incentive Alignment

Rewrite JDs to reflect OKRs, not just tasks. Align incentives: if OKRs are balanced, bonus should be too. Example: VP Procurement bonus = 30% cost, 30% service, 20% sustainability, 20% team health.

Quarterly OKR Review Process

Design cadence: monthly tracking, quarterly reviews. Create forums to discuss execution, gaps, capability needs. Use reviews to surface succession and hiring needs in real time.

Example: Value Chain OKR

Objective: "Build a resilient, cost-competitive North American network"

Key Results:

  • Reduce per-unit landed cost from $12 to $11
  • Achieve 98% on-time delivery vs. current 93%
  • Reduce supply chain carbon footprint by 20% vs. 2023 baseline

This objective cascades to sourcing, planning, logistics, quality, and ESG teams—each with their own supporting key results.

Performance Management Integration

We help you connect OKRs to the broader performance system:

  • Link annual reviews to OKR achievement
  • Use performance data to identify high potentials and flight risks
  • Create transparency: all team members know where they stand
  • Build agility: adjust tactics mid-quarter while holding OKRs

Typical Engagement

Performance and OKR engagements typically run 6–12 weeks, with optional ongoing facilitation.

  • Weeks 1–2: Strategy alignment, current KPI assessment
  • Weeks 3–4: Value chain KPI framework design, facilitated alignment workshops
  • Weeks 5–6: OKR design and cascade
  • Weeks 7–8: Job description and incentive design
  • Weeks 9–10: Quarterly review process design and training
  • Ongoing: Quarterly OKR review facilitation (optional retainer)

Deliverables: KPI framework, OKR templates, job descriptions, incentive plan, review process guide

Ready to connect talent to outcomes?

Let's discuss how OKRs and KPIs can align your supply chain to strategy.

Schedule a Conversation

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Performance management often connects to these complementary services.

02

Leadership Assessment

Use OKR reviews to identify development needs and succession gaps.

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05

Fractional Services

Ongoing quarterly OKR review facilitation through fractional engagement.

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