StrategyDriven Organizational Performance Measures Forum

Drive superior organizational and personnel performance…

Effective organizational performance measures systems drive superior performance by aligning managerial decisions and employee actions with your overarching corporate strategy.

Performance measures serve to align an organization’s efforts to the achievement of its mission. As part of a company’s evaluation and control program, they quantifiably monitor important characteristics of the company’s products and services and the performance of the individuals and processes creating them.

Organizational performance measures support managerial decision-making by providing useful information regarding:

how efficient and effective are the company’s processes and the individuals implementing them
if product or service improvements are necessary
if the company’s customers and stakeholders are satisfied
if the company is meeting its stated goals

Performance measures best serve an organization when they are understandable, broadly applicable, uniformly interpreted, and economic to apply. They should cascade through an organization’s hierarchy such that achievement of lower tiered performance goals support higher tiered goals that in turn ultimately support achievement of the company’s mission.

Focus of the Organizational Performance Measures Forum

This forum will focus on the principles, best practices, and warning flags associated with the leading practices of companies that successfully use performance measures to drive organizational alignment, accountability, and operational performance. The following articles, podcasts, documents, and resources cover those topics critical to a strong performance measurement system.

ORGANIZATIONAL PERFORMANCE MEASURES

Effective Performance Measures System Principles

Undergirding the effective measurement of success in business is a well-aligned, diverse organizational performance measurement system. These systems embody a collection of design principles that insure thorough, accurate, timely, and interpretable performance monitoring.

Additional Materials

Podcasts Whitepapers eBook

StrategyDriven Organizational Performance Measures Best Practice Article

April 29, 2014

Contextual References

All performance is relative and performance measures without contextual references are largely meaningless. Such measures provide a performance count without a value indicator. Without this indicator, managers cannot know what, if any, action is required.

March 4, 2014

Predictive Performance Indicators

StrategyDriven Organizational Performance Measures Article

September 24, 2013

Time Matters

April 9, 2013

It’s All Integrated

October 4, 2007

Diverse Indicators

July 31, 2007

Core Performance Measures

July 7, 2007

Horizontally Shared

July 6, 2007

Vertical Cascading

ORGANIZATIONAL PERFORMANCE MEASURES

How to Define Individual Performance Measures

To optimally provide useful information, organizational performance measures must be defined to capture and present relevant information in an easily interpretable fashion. Additionally, it is critically important for the collection of individual performance measures to align with each other enable an integrated interpretation that triangulates on meaningful information.

Additional Materials

Podcasts Whitepapers eBook

May 31, 2016

Performance Measure Development Sheets

Effective performance measurement systems consist of high-quality individual measures associated with a strongly interrelated framework. Using this deliberately developed framework, leaders ascertain organizational performance quickly and accurately. The system itself should be economic to maintain and provide readily available updates typically necessitating a degree of automation. Quality systems present the same view of performance to a broad number of individuals within the organization concurrently. To achieve all of these qualities, each measure must be well thought-out and developed individually and then integrated into the collective system.

December 3, 2013

Performance Measures and Thresholds Aligned with Regulatory Standards

April 23, 2013

Use a Multidiscipline Team to Develop the Performance Measurement System

October 12, 2010

Identify the Measures First

August 31, 2010

Multiple Action Thresholds

August 16, 2010

Predefined Action Thresholds

November 13, 2008

Documenting Performance Measure Drivers

ORGANIZATIONAL PERFORMANCE MEASURES

How to Design a Performance Measures System

Developing performance measures systems involves a host of challenges including data sourcing, storage, and management and individual and collective metric graphic presentation structuring.

Additional Materials

Podcasts Whitepapers eBook

May 24, 2016

Style Sheets

A performance measure’s value evolves from its ability to instigate and/or influence action. To do this, the measure must accurately reflect materially important performance parameters and present that information in a timely, readily understandable manner. It is to this later characteristic that performance metric style sheets are critically important.

StrategyDriven Organizational Performance Measures Warning Flag Article

April 22, 2014

Direct Use of Production System Data for Organizational Performance Measures

StrategyDriven Organization Performance Measures Best Practice Article

February 19, 2013

Diverse Measurement Mechanisms

December 6, 2011

System Development

May 18, 2010

Get Data Directly from the Source

March 16, 2010

Predefined and Reinforced Data Standards

August 23, 2007

One Source of the Truth

July 17, 2007

Common Construction Characteristics

ORGANIZATIONAL PERFORMANCE MEASURES

How to Implement a Performance Measures System

Implementing an organizational performance measurement system involves more than just installation of new technologies. To be effective, a performance measurement system implementation must be supported by senior leadership, communicated and trained on broadly, and reinforced through strategy, operations, and personnel behavior adjustments.

Additional Materials

Podcasts Whitepapers eBook

June 11, 2013

Post System Implementation Challenges

A performance measurement system’s complexity and organizational impact can bring with it many people, process, and technology challenges post implementation. For several months following a system go-live or significant upgrade, the organization adjusts its processes, procedures, and behaviors so to achieve the best possible reflected performance. This evolution is not without its costs or problems.

June 4, 2013

System Implementation Challenges

April 16, 2013

Broad Communication

April 2, 2013

System Approval by the CEO

ORGANIZATIONAL PERFORMANCE MEASURES

How to Maintain the System and Its Measures

Once implemented, an organizational performance measurement system reveals previously unknown performance, opportunities for future performance improvement and growth, and data issues. To ensure the system retains its validity and credibility, deliberate and careful actions must be taking to maintain the metrics.

Additional Materials

Podcasts Whitepapers eBook

February 18, 2014

Data Clean-up

Implementation of performance metrics or the alteration of an existing metrics represents change. These changes often expose previously unseen data; producing unexpected information and bringing to light both performance inefficiencies and errors in captured data. Consequently, performance reflected by the new or updated metrics may be erroneous; necessitating further investigation and possible corrective action.

January 28, 2014

Balancing Performance Measures

September 17, 2013

Eliminate Low-Value Metrics

October 30, 2012

Ad Hoc Reports First, Automated Metrics Second

March 27, 2012

Annual Alignment Review

November 9, 2010

Run New and Old Performance Measures in Parallel

November 3, 2009

Source Data Manipulation

June 16, 2009

One Change at a Time

ORGANIZATIONAL PERFORMANCE MEASURES

How to Use and Interpret the Performance Measures

Used properly and in aggregate, organizational performance measures provide insightful information upon which to make sound decisions. Concurrently, security and controls should be applied to the metrics within the system to ensure personnel do not access data and information for which they are not authorized.

Additional Materials

Podcasts Whitepapers eBook

February 4, 2014

Align Metric Triggered Actions/Thresholds to Plans with Assigned Personnel and Due Dates

Performance metrics that drive no action provide little or no value to an organization. To be truly effective, performance measures must individually or collectively prompt action whereby an opportunity is seized upon or a risk avoided. Thus, high-quality organizational performance measures are directly linked to actions – but what actions, performed by whom, within what timeframe?

January 14, 2014

Documented and Retained Causal and Action Intelligence

December 31, 2013

Automated Notification of Responsible Individuals

July 30, 2013

Performance Metrics Inventory Database

May 28, 2013

Diverse Metric Groupings

May 21, 2013

RACI Matrix

StrategyDriven Talent Management Article

February 26, 2013

The Difference Between Personal Goals and Organizational Performance Measures

January 18, 2011

Map Performance Measure Ownership

SEVIAN BUSINESS PROGRAMS

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Sevian Organizational Performance Measures Program

STRATEGYDRIVEN ADVISORY SERVICES

Cost-effective Performance Insights

StrategyDriven works with you to assess and improve your performance measurement system; yielding metrics and reports that are operationally relevant, organizationally consistent, and economically implemented. The resulting system helps improve managerial decision-making, organizational alignment, and individual accountability.

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ORGANIZATIONAL PERFORMANCE MEASURES

StrategyDriven Experts

Headquartered in Acworth, Georgia, StrategyDriven provides affordable business consultations in Atlanta, the Southeast, throughout the United States, and around the World. Our world class advisors are recognized leaders in their chosen fields.

To learn more about StrategyDriven’s team of seasoned business executive contributors, click here.

Nathan Ives

Nathan Ives is a renown Fortune 500 business advisor and author of Discovering Business Gold, used to identify over $200 million in operational cost savings.

David Parmenter

David Parmenter is an internationally renown organizational performance measures expert and author of Key Performance Indicators.

Shelley Sweet

Shelley Sweet. Founder and President of I₄ Process and author of The BPI Blueprint, is a highly respected BPM Practitioner.

ORGANIZATIONAL PERFORMANCE MEASURES

Our Latest Insights

Unlocking Success: The Art of Business Performance Measures

July 27, 2024

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In the world of business, success is often measured by key‍ performance indicators that can unlock the true potential of an organization. In this article,⁣ we ⁣explore the art of business performance‌ measures and how they can drive growth, efficiency, and ultimately, success. Join us as we delve into the⁤ strategies and techniques that ‌can […]

The Critical Importance of Data Quality Over Mere Data Collection

June 18, 2024

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In the digital age, the adage "data is the new oil" underscores the immense value that data holds for businesses and organizations. However, it is crucial to recognize that the true potential of data lies not in its sheer volume but in its quality. High-quality data is indispensable for informed decision-making, operational efficiency, customer satisfaction, regulatory compliance, and innovation.

StrategyDriven Operational Performance Measures Article | Improving Data Integrity Through Forensic Collection: Best Practices and Techniques

Improving Data Integrity Through Forensic Collection: Best Practices and Techniques

May 22, 2024

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Ensuring data remains unaltered from the point of collection to its analysis is crucial to drawing reliable conclusions. This provides a solid foundation for decision-making and upholds the reliability and credibility of the investigation process itself.

Focus of the Organizational Performance Measures Forum

Effective Performance Measures System Principles

Additional Materials

How to Define Individual Performance Measures

Additional Materials

How to Design a Performance Measures System

Additional Materials

How to Implement a Performance Measures System

Additional Materials

How to Maintain the System and Its Measures

Additional Materials

How to Use and Interpret the Performance Measures

Additional Materials

Create Your Organization’s Performance Measurement System

Cost-effective Performance Insights

StrategyDriven Experts

Nathan Ives

David Parmenter

Shelley Sweet

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