| It's time to take performance measurement and | | | | GOAL 1: Improve managers' and employees' |
| management seriously. | | | | perception of the value and importance of |
| We've wasted too many years playing around at | | | | measuring performance. |
| the edges of measuring performance in our | | | | GOAL 2: Lift the skill level of managers and |
| organisations. Debating over what kind of | | | | employees in selecting meaningful measures and |
| scorecard framework to use. Investing in | | | | using measures to support their decisions. |
| dashboard software because of the bells and | | | | GOAL 3: Increase the active involvement of |
| whistles and flashing traffic lights. Measuring things | | | | employees in selecting and implementing |
| just because we always have or just because we | | | | performance measures. |
| can or just because someone asked us to. | | | | GOAL 4: Reduce the cycle time of implementing |
| If we want better results from performance | | | | new performance measures, from choosing them |
| measurement, and there's no doubt that most of | | | | to using them. |
| the potential of performance measurement is yet | | | | GOAL 5: Increase the proportion of strategic and |
| to be tapped, we have to take it seriously. And | | | | operational business objectives that have |
| that means treating it as a process that needs to | | | | meaningful measures identified. |
| be formalised, managed and improved. | | | | Certainly these are not the only worthwhile goals |
| This is the job of the Performance Measure | | | | for a Performance Measure Practitioner, but they |
| Practitioner. It's an emerging role in many | | | | are a very worthwhile place to begin, if you don't |
| organisations now, that have recognised that it will | | | | currently have any serious goals to focus how |
| happen well when it's lead and managed well. And | | | | you'll lead your organisation to improve how it will |
| one of the first things a Performance Measure | | | | measure and master what matters. |
| Practitioner should have is a set of clear goals for | | | | YOUR CHALLENGE: |
| where they will improve their organisation's | | | | Choose just ONE goal to start 2009 with, to |
| approach to performance measurement. | | | | advance your organisation's use of performance |
| Given that most organisations are still struggling | | | | measurement, and decide how you will measure |
| with the early stages of implementing | | | | this goal. Share your goal with us at the Measure |
| performance measurement, the following 5 goals | | | | Up blog! |
| are a realistic place to start: | | | | |