A VETERAN OWNED SMALL BUSINESS | Call or text now for a FREE consultation: +1 (770) 765-3692 | 
Run New and Old Performance Measures in Parallel
The outcomes of substantive change can seldom be fully anticipated; and changes to organizational performance measures are no exception. Performance measures drive executive and managerial decisions and personnel actions and, over time, shape these behaviors to achieve optimal results relative to the established measures. Thus, changes to performance measures serve to change behaviors in predictable and sometimes unpredictable ways.
Hi there! Gain access to this article with a StrategyDriven Insights Library – Total Access subscription or buy access to the article itself.
| Subscribe to the StrategyDriven Insights Library
Sign-up now for your StrategyDriven Insights Library – Total Access subscription for as low as $15 / month (paid annually). Not sure? Click here to learn more. |
Buy the Article
Don’t need a subscription? Buy access to Organizational Performance Measures Best Practice 14 – Run New and Old Performance Measures in Parallel for just $2! |
All organizational performance measurement systems rely foundationally on their source data. And like a house built on sand, these performance measurement systems fail if their source data becomes corrupt.
An organization's performance and the environment in which it operates change dynamically. Subsequently, most measures reflecting these performance variables are also dynamic; challenging analysts to interpret historical and predict future movement.
Business Programs