So now that you have your strategy map and your scorecard as a 1:1 relationship between the measures and the objectives, there’s a small but powerful add-on that can add clarity as to how you plan to achieve those results. Sometimes, it’s useful to tag each measure with how the outcomes are generated, partly to ensure everyone is aware of accountability and partly to ensure that it gets done.

For example: Some measures apply to the performance plans of externally facing, sales oriented groups. Others apply to HR strategy formulation. Others still apply to executive performance plans (in addition to accountability for results) in the way of managing how outcomes are achieved. This makes standardizing performance management a lot simpler, and clarifies accountability for who is on point for making things happen.

Simple and powerful.

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Categories: Strategic Planning