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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.
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Additional Information
Additional information on the individual characteristics of quality performance measures and their construction can be found in the following StrategyDriven articles and documents:
Articles
- Organizational Performance Measures Best Practice – Common Construction Characteristics
- Organizational Performance Measures Best Practice – Style Sheets
- Organizational Performance Measures Best Practice – Performance Metrics Inventory Database
- Organizational Performance Measures Best Practice – Predefined Action Thresholds
- Organizational Performance Measures Best Practice – Multiple Action Thresholds
- Organizational Performance Measures Best Practice – Performance Measures and Thresholds Aligned with Regulatory Standards
- Organizational Performance Measures Best Practice – Contextual References
- Organizational Performance Measures Best Practice – Documenting Performance Measure Drivers
- Organizational Performance Measures Best Practice – Map Performance Measure Ownership
Documents
- Organizational Performance Measures – Types
- Organizational Performance Measures – Construction
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.
Organizational performance measure output informs management decisions and drives workforce behaviors. As errant data may result in misdirected effort and highly adverse outcomes, it is extremely important that performance measure output be as accurate as possible.
A picture comprised of only one color is not a picture at all; rather, it is simply a field of color. Likewise, a single performance indicator cannot paint a picture of performance.
Measurement of observable variables has always been as much an art as it is a science. How, when, where, and with what we measure observables highly influences the values derived.
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