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System Approval by the CEO
Top executives set the behavioral tone of an organization. These leaders, particularly the Chief Executive Officer (CEO), are not only responsible for establishing the organization’s vision, mission, values, and goals, but through their decisions, actions, and communications convey to the workforce their commitment to the achievement of these expectations. Such conveyance demands that these expectations also be programmatic embedded within the organization’s policies, procedures, standards, and performance measures. Therefore, it is crucial that the executive team approves, buys-in to, and reinforces the organizational performance measurement system so to ensure its credibility with the workforce at large.
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Additional Information
Additional information on driving organizational alignment and accountability through performance metrics can be found in:
Articles
- Make the Mission Measurable
- Prioritize the Mission
- Organizational Performance Measures – Vertical Cascading
- Organizational Performance Measures – Horizontally Shared
StrategyDriven Podcasts
- Make the Mission Measurable
- Prioritize the Mission, part 1 of 2
- Prioritize the Mission, part 2 of 2
- Vertically Cascading Organizational Performance Measures, part 1 of 3
- Vertically Cascading Organizational Performance Measures, part 2 of 3
- Vertically Cascading Organizational Performance Measures, part 3 of 3
- Horizontally Shared Organizational Performance Measures
StrategyDriven Podcast – Video Edition
Whitepaper
Model
About the Author
Nathan Ives is a StrategyDriven Principal and Host of the StrategyDriven Podcast. For over twenty years, he has served as trusted advisor to executives and managers at dozens of Fortune 500 and smaller companies in the areas of management effectiveness, organizational development, and process improvement. To read Nathan’s complete biography, click here.
While management observation programs serve many purposes, they primarily exist to drive achievement of the organization’s goals in a manner consistent with its values. These formal, documented observations accomplish this by shaping and reinforcing personnel behaviors critical to supporting excellent operational performance. To provide adequate coverage, these observations should be performed on a recurring, situational, event, and random basis.
“A picture is worth a thousand words.”
Most companies employ a periodic employee review program, typically comprised of a major annual review and sometimes complimented by a formal mid-year feedback session. Examination of these programs reveals most performance ratings are based on those individual behaviors, events, and accomplishments occurring within a few weeks of a review’s development. Consequently, employees achieving great success throughout the year, particularly those with significant achievements earlier in the period, feel cheated by a process that frequently overlooks these accomplishments.
“Don’t throw the baby out with the bath water.”
Business Programs