Tips for launching the performance measurement process
1. Identify internal subject-matter experts who may have insights into the aspects of group's performance that need to measure.
2. Consult with performance measurement (PM) system managers. If company uses a performance measurement system that is managed by a special team or department, ask the system manager or administrator for advice on how to track—and analyze—group's performance.
3. Organize a task force. Assemble a group of peer managers and employees who can help in brainstorm ideas for objectives, metrics, targets, and so forth. Make it clear that the group's effort is iterative: It may need to fine-tune or dramatically revise ideas after testing them under actual conditions.
4. Consider external data sources and resources. Use industry benchmarking data and other external information sources to define objectives, metrics, and targets. Take advantage of the information available from larger industry community and from the large and growing performance management community, through conferences, seminars by private business groups, and associations.
5. Emphasize the ultimate goal: a constructive, not punitive, effort. The primary goal of performance measurement is not to assign blame, but to identify and solve performance problems and to seek constant improvement in every aspect of team's work—especially those that directly impact the achievement of company strategy. When emphasize this, employees are more likely to support the effort and participate actively, rather than try to cover themselves or, worse, sabotage the effort.
6. Analyze results. Assemble a task force to review and analyze performance results over time. Need task force's help in validating whether objectives and metrics are still relevant. Also assess reporting mechanism: Does it measure at the proper frequency? How much time and effort does it take? How helpful is its format? What improvements can be made?
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