Como você pode alinhar sua medição de desempenho com os objetivos estratégicos da sua organização?

In my opinion, a live organization should periodically review all its goals, approaches, strategies and studies of the market and competitors and change it if needed.

From an educational perspective, organizational strategy is a byproduct of collaborative strategic planning and effective leadership. Schools are blessed and cursed with many invested voices and opinions. Building purposeful, living, foundational statements, (mission, vision, core values) are essential for system alignment. Once constituents are invested in these targets, then the long and short term action plans can be collectively assembled. The measureable actions and strategies can be discussed and enacted. The opportunity to diversify and differentiate the organization is grounded in the shared identity. Performance is measured by the same set of aligned, understood, and powerful objectives.

As school leaders, we gathered real input from all stakeholders, including students. The information from these sometimes disparate stakeholders served as a foundation for a robust and concise strategy with a clear vision, mission, and core values based on key performance indicators. The process engaged all stakeholders in the successful implementation.

Performance measurement system should be designed using specific tools aligned to the organization vision , mission and objectives. Periodic evaluation to check for impact generated is a must to validate the data generated.

Understanding your organization's strategy is necessary to align performance assessment with its strategic objectives. It is important that individuals and teams locate (KPIs that are in line with these objectives by carefully examining the strategic vision, purpose, and objectives. Every effort made by the business, from short-term projects to daily duties, is coordinated to further its strategic objectives.

When one identifies the SMART GOALS , the key areas or domains in which performance will be measured automatically get clear and performance measures get preset . That ,then enables easy targets setting and establishing specific benchmarks for each performance measure. These targets should be challenging yet realistic and should be aligned with the desired outcomes of the organization's strategy.

When looking to take a business to the next step it is very important to look at what was done previously. Why didn’t it work or can it be fine tuned. From experience, especially the corporate world, the band of “resume writers” are employed to meet the need from the board. They refuse to listen to operational experience, upset everyone, spend lots of money then disappear leaving the loyal to clean up. Properly form the information gathered from those in the field by those respected by them is very powerful.

Clearly defined performance targets and performance assessments must align perfectly with an organization's strategic objectives. These goals must reflect the expected results and milestones that will guarantee organization success. They must be firmly entrenched in the organization's larger overall plan. It is vital that individuals and teams clearly grasp what is expected of them. They will also need to understand how their efforts will directly contribute to the attainment of the organization's strategic objectives through the creation of these performance objectives.

Defining performance objectives for a company involves a thoughtful process that aligns individual and team goals with the broader organizational strategy. Normally I proceed as follows: - Engage with key stakeholders.This ensures that objectives are relevant and reflect diverse perspectives. - Use SMART goals. - Quantify where possible. This makes it easier to measure progress and success. For example, instead of a vague objective like "improve customer satisfaction," try "increase customer satisfaction ratings by 10% in the next quarter." - Balance short-term and long-term objectives. - Link individual and team goals. This alignment fosters collaboration and a sense of shared purpose.

Performance objectives need to include elements of the organization's goals in tandem with its teams/departments/management/individual contributors goals. The SMART goal model is a good start. There is an evolution to that goal that helps the alignment piece: SMARTER goals. Specific, Measurable, Actionable, Risky, Time Bound, Exciting, and Relevant. Taken from the Full Focus model of Michael Hyatt, the relevance piece is a critical factor as a goal should align both with the org's direction and the individual's desired progression path.

A lot of companies make well intended mistakes here - by giving everyone in a role/department the exact same performance indicators. Think of the batting order of a Major League Baseball team. They all have the same “role” when they step up to the plate, and the same rules. But some batters are power hitters. They hit extra base hits and home runs, but they tend to strike out a lot too. Some hit for a high average, but for very little power. Some don’t hit very well, but see pitches incredibly well, and walk a lot. Pull hitters, spray hitters, masters at bunting… Your employees aren’t clones of one another - don’t treat them like they are - in turn, don’t coach them like they have only one way to provide value and perform well.

Quantifying productivity in a hyper growth organization is some time difficult. Accounting measures would by the easiest metric but for a fast growing company, it is hard to accurately capture the performance of a rapidly expanding entity.

Selecting the appropriate performance indicators is a critical first step in coordinating performance assessment with strategic goals. To accurately reflect key facets of achievement and progress, indicators should be properly selected. By concentrating on certain indicators related to strategic objectives, a business can effectively assess its performance and make informed decisions.

I agree that this is not an area for a “one size fits all approach”. Understanding the unique role each team member plays and the strengths they contribute to the team overall, can help tailor the performance indicators to the specific work being evaluated.

Performance indicators should be clear, observable, and role-related. Expecting an individual contributor to be a "team player" is confusing and sends mixed messages about the role. Performance indicators should be clearly communicated at the start of the appraisal cycle; they should also be referenced when providing feedback. Performance indicators should also inform deployment decisions. Given a set of indicators, the right employee(s) who can best deliver should be assigned accordingly. Deploy for one's strengths and success.

According to my personal experience in the organizations that I have worked with so far, the presence of a dynamic dashboard, taking us into all the variables affecting the business, can easily help us to analyze the existing conditions as well as the outlook. Also it could be our assist us to change organization KPI.

By collecting pertinent data and meticulously evaluating it, organizations can get meaningful insights regarding their advancement and opportunities for growth. You can use data to inform decisions and make real-time modifications to ensure your activities are in line with your strategic goals. Businesses can accomplish and even surpass their strategic goals with assistance it provides in identifying trends, patterns, and bottlenecks.

You might want to consider using Time Based Analysis to transform any organisations value adding capability. 1. Looking through the lens of time identifies a lot of waste and untapped potential that cannot be seen by financial performance measurement. Attach yourself to a product or service and the average value adding touch time in manufacturing has been found to be less than 15%, even in so-called Lean organisations. In UK local government can be as low as 4%. 2. To transform organisations, combine employees and their process knowledge with my time-based framework to guide development, remove non value adding time and improve supply chain synchronisation.

A 360-degree feedback from colleagues, peers, and subordinates can provide valuable insights into your performance and how it aligns with the organization's goals. It's also important to take the time to reflect on the feedback /results and use the information to set new goals and improve your alignment with the organization's strategic goals.

Be careful here. Because the more you emphasize just the metrics, the more likely people will work to engineer just those metrics and lose sight of the bigger picture. Remember to explain WHY those metrics are indicators and how they align with the larger strategic plan.

Stories , stories , stories - No one likes or is influenced by dry communication . Consider what will speak to your audience , how can you inject feelings and inspire interest, excitement and empathy.

Right on David! We strive for quality, timeliness, and cost effectiveness NOT metrics. It’s easy to lose sight of these goals when undue focus is placed on the measurement metrics!

Dr. Burkus, you bring up a crucial point about the potential pitfalls of solely focusing on metrics. It's essential not to lose sight of the broader context and strategic goals. Metrics should always be accompanied by a clear explanation of why they're important.

Agreed! Performance results serve as a compass, guiding an organization towards consistent improvement and helping them validate their strategic direction. It's crucial that they communicate these findings clearly across all levels of the organization - fostering an ethos of continuous learning, improvement and growth.

From a complex systems perspective, the input and the output are certainly not a 1-1 relationship, success may be due to luck, and failure may have nothing to do with competence. Unless you are working in a predicable and stable system, perhaps the real measure is the rate of learning?

I went into a leadership position where, within a few weeks, I had to evaluate employee performance. What I discovered was this: Several employees didn't even know the organization's strategic goals. You can't expect someone to be accountable to knowledge they don't have. I learned (again) that education has to come before evaluation.