The key to keeping score is to keep it simple. This is especially helpful in tracking organizational performance in a way that may be communicated to stakeholders on a regular (at least quarterly) basis.
Few subjects are more widely discussed and more misunderstood than performance management. Today, with the demand for qualified people higher than ever before, the impact of performance management has never been greater. Yet, so many organizations have all but given up on this critical process. Perhaps they grew tired of doing it so poorly for so long. But throwing in the towel on the process of performance management is a surefire path to confusion, complexity, dissipated resources and fragmented, disjointed efforts. There’s a better way.
Printing company leaders often face a dilemma: Should they invest in new customer accounts and/or employees who show potential, even if the immediate returns are modest? The answer is nuanced, requiring a balance between optimism and pragmatism.When a business...
I often hear senior executives and business owners lament a lack of performance and/or less than desirable behaviors on the part of their employees. Sometimes, this is true of members of their senior team. They can articulate specific examples where goals...
For high-performing organizations, a robust, comprehensive performance management system is an essential element of their enduring success. They tend to resist the popular temptation to employ simplified, “check the box” systems offered by so many providers, who...
For high-performing organizations, a robust, comprehensive performance management system is an essential element of their enduring success. They tend to resist the popular temptation to employ simplified, “check the box” systems offered by so many providers, who...