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Systems |
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Is performance management a semi-annual “check-the-box” ritual grudgingly completed to keep HR off your back? Or is performance management a truly value-adding tool to help manage strategy execution and develop the team?
The performance management system is a critical control element for strategy execution. Linked in the title, this post describes how way performance management could and should work, in three phases.
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How do you know if you’re winning or losing if you don’t keep score? People play better when there is a scoreboard, but what makes an effective metric? The ideal is for metrics to serve as a real-time indicator of how things are going, at an actionable level so those who are accountable can impact performance and improve real-time when needed.
The scoreboard is the performance management system, updated real-time so people can adjust their game plan in time to make a difference in the game. Connection between lead and lag goals and metrics is critical. Focusing on lead alone may give you good information on short-term performance. But how can you determine whether organizational goals are being met? And, focusing only on lag goals and metrics is not a good call to action for the first level, provides no indication of current status, and there are no early indicators that corrective action must be taken.
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As they are completed, thumbnails of white papers will be added, with links to blog posts and lengthier white papers when done. This way, you can find what interests you and drill deeper where you choose to.
Based on the brief descriptions of the topics, what would you like to see addressed? There is a good deal to do here, and the greatest determinant of what gets done as a priority is the Voice of the Customer. Email me Craig@Flawless-Execution.com if you have a request, suggestion, comment or question, or if you would like an occasional update when new material is completed. Updates will NOT reach spam proportions—not a good way to build the network! |
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Under Construction: What to Expect |
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What the Heck is an “Integrated System of HRD”? |
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In Process |
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Management Systems (ISO et al)—Scourge or Salvation? |
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Coming Soon |
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Systems Topic: Contents
Smart Performance Management
Guest Post: Sean Conrad
What Gets Measured Gets Done
What the Heck is an “Integrated System of HRD”?
Management Systems (ISO et al) —Scourge or Salvation? |
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This is a guest blog from Sean Conrad, a senior product analyst at Halogen Software, a leading provider of performance management software solutions. For more of his insights on performance management, read his posts on the Halogen blog.
I was a site administrator for a Halogen corporate user, and was pleasantly surprised to have Halogen contact me about running this guest blog. Halogen’s approach to performance management is employee rather than manager-driven. One of the major drivers of engagement is involvement, and that is what the Halogen process ensures. The points that Sean makes here are absolutely critical to engaging employees in an effective performance management process. |
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Thoughts? Comments? Input? Craig@Flawless-Execution.com |
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Flawless Execution Through High Engagement, Alignment, Communication and Systems |