There are two schools of thought surrounding the topic of measuring the performance of people in business.
The first school of thought is that employee performance management requires we measure the performance of individual people, and that doing this will improve the performance of the business and increase the motivation of people through performance-based reward.
The second school of thought is that we shouldn’t measure people’s performance, that the unintended consequences – like internal competition, fudging the figures, and driving the wrong behaviours – are simply too great a risk, and that the paternalistic orientation it stems from is outdated.
So how can we manage the performance of employees in a way that benefits them and the business simultaneously?
This interactive session with Stacey will test the tension between these two schools of thought and offer some practical tips to take the benefits of both into a simultaneously egalitarian and business-focused approach to employee performance management.
Learning Objectives
Attendees will:
- Explore the two opposing schools of thought on whether or not we should measure the performance of people in business
- Appreciate the pros and cons of both schools of thought around measuring the performance of people in business
- Take away several practical tips that draw together the benefits of both schools of thought, at the same time as mitigating some of the greater risks of each
About Stacey Barr
Stacey Barr is a teacher and mentor for corporate planners, business analysts, corporate performance managers, and others who guide the development of meaningful, results-oriented performance measures that focus their organization on executing strategy and achieving its purpose.
Since 1999, Stacey has been a freelance specialist in business performance measurement and she sees her primary role as giving this capability to others. She’s the creator of PuMP® - a unique approach that gives people the detailed practical steps to develop performance measures. And she publishes a free twice-monthly email newsletter, Measure Up, to share simple but powerful tips to make measurement more meaningful.
With her consulting programs, public workshops and how-to products, Stacey has helped many organizations develop meaningful performance measures more easily and with more buy-in than ever before. Her goal is to help people build their performance measurement capability, because it’s one of the most critical and foundational systems any organization has.
Stacey’s clients know her for her passion and practicality. They include many federal and state government agencies, local government authorities, corporations, non-profit organisations and small to medium enterprises throughout Australia and New Zealand. She also has a growing customer base internationally.
