Performance measurement systems monitor the behaviors and results of the organization’s workgroups and, in some cases, individuals; providing periodic reinforcement of the achievement of desired outcomes. This reinforcement can only occur when an individual understands his/her role as associated with a metric and receives and understands the associated performance information. Such role designation and communication is fostered through development of a RACI matrix specifically associated with each performance measure within the system.
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Individual RACI assignments can be difficult. Several other StrategyDriven articles provide additional insights to help in this decision-making process including:
- Organizational Performance Measures Best Practice – Map Performance Measure Ownership
- Organizational Performance Measures Best Practice – System Approval by the CEO
- Organizational Performance Measures Best Practice – Broad Communication
- Organizational Performance Measures Best Practice – Annual Alignment Review
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.