by Rukhsana Zulfiqar

Created on: January 19, 2010   Last Updated: January 21, 2010

“An organization's performance goals can only be achieved through its employees. An effective performance measurement and management system links individual and teamwork behaviors to the organization's business strategies, goals, and values.” (ICF International, Inc., 2006) For an organization to achieve its goals and objectives, it is necessary for each employee of the organization to understand individual roles and responsibilities for goal achievement. Our organization carries out continuous dialogue between leaders and employees for performance expectations, monitoring progress and evaluating results. The leadership and staff plans, analyzes measures and manages performance.

Before implementing a performance measurement or management system, there is a need for evaluating all the processes going in the organization. Goals are aligned to produce user friendly systems.  Anticipate and consider the unintended consequences of measuring performance. Reconsider where there is a need for individual achievement and where team work is required. Communication of performance information among relevant stakeholders of the organization is vital for the success of any performance measurement process in the organization.

There are three vital action steps that are interlinked and ongoing in our organizational culture which successfully measures and accounts for performance.

Plan performance. Measure and analyze performance. Manage Performance

1. Plan Performance

The first phase of performance measurement is Plan Measurement, which the organizational business strategy including its mission, vision and objectives and specific outcomes required to achieve the overall strategy are defined. Goals and plans for measuring achievement are identified in this phase. Further more outputs and measures are defined. Requisite data collection is carried out as well as analysis processes and procedures are developed and implemented. In this phase, employees understand their individual roles and responsibilities with respect to performance measurement and are given the fundamental information, resources, competencies and motivation to ensure their successful execution.

2. Measure and Analyze Performance

The second phase is measuring and analyzing performance in which the data that informs areas of success and challenge for the organization are collected and analyzed. Specific elements and factors that contribute to successes or challenges along with new or modified information needs and lessons learned are identified.

3. Performance Management

The third phase of the performance measurement is the performance management in which solutions, which need to be addressed, are identified and challenges are developed and implemented. There is a mechanism which ensures the continuation of program or organizational successes. Performance measurement systems and processes are modified as needed to ensure that information collected through the performance measurement process is timely, relevant, and sufficient.

Success in obtaining meaningful performance data and using this data to manage and institutionalize performance management practices depends upon following factors:

Presence of a culture of accountability within the organization. In a culture of accountability, leadership demonstrates commitment to managing for results. In turn, staff engages and invests in the process, which leads to feelings of empowerment and continuity. A transformation of the organizational culture to promote understanding and support for the organizational mission, as well as for increased accountability and enhanced decision-making.

Learn more about this author, Rukhsana Zulfiqar.
Click here to send this author comments or questions.