1. Determine organizational goals: Understand the long-term and short-term goals of the organization, including strategic goals, financial goals and business goals. These goals provide an overall direction for determining performance appraisal indicators.

2. Job Responsibility Analysis: Understand the job responsibilities and role requirements of each employee in detail. Consider the responsibilities and tasks that employees should undertake in their posts and their contribution to the success of the organization.

3. Identify key performance areas: identify key performance areas that the organization is concerned about. These areas can be determined according to business needs, industry standards and organizational priorities. Common key performance areas include sales performance, customer satisfaction, quality control, teamwork and so on.

4. Refine goals into specific indicators: transform organizational goals and key performance areas into specific performance indicators. These indicators should be measurable, measurable and comparable, so as to accurately evaluate the performance of employees. For example, sales performance can be measured by sales volume, sales growth rate or market share.

5. Use the SMART principle: Ensure that the performance appraisal indicators conform to the SMART principle, that is, concrete, measurable, achievable, relevant and time-limited. Such indicators are clearer and more operable.

6. Consider qualitative and quantitative indicators: performance appraisal indicators can include qualitative and quantitative indicators. Qualitative indicators describe employees' behaviors, skills and abilities, while quantitative indicators measure performance with figures and statistical data. Comprehensive application of these two indicators can provide a more comprehensive evaluation.

7. Set goals and expectations: Set specific goals and expectations for each performance appraisal indicator. These goals should be challenging, but they are also reasonable and feasible. Setting clear goals can motivate employees to pursue outstanding performance.

8. Formulate evaluation and feedback mechanism: Establish performance evaluation and feedback mechanism, including evaluation cycle, evaluation method and feedback mode. Ensure that the evaluation process is fair and transparent and provide accurate performance feedback to employees in a timely manner.

9. Regular evaluation and adjustment: regularly evaluate the effectiveness and adaptability of performance appraisal indicators. Make necessary adjustments and improvements according to the actual situation to ensure that all indicators are still consistent with organizational goals and can accurately measure the performance of employees.

10. continuous improvement: performance appraisal is a process of continuous improvement. Through continuous learning and reflection, according to practice and experience, we constantly optimize and adjust performance appraisal indicators to ensure that they match organizational goals and employee needs.

The determination of performance appraisal indicators needs to comprehensively consider organizational objectives, job responsibilities, key performance areas and SMART principles, and comprehensively evaluate employees' performance through quantitative and qualitative indicators. Flexibility and continuous improvement are the keys to ensure the effectiveness and adaptability of performance appraisal indicators.