Integrating the various components of your corporate performance management initiative is going to be challenging. But sometimes the best organizational improvements you make are the most difficult. Increase the effectiveness by going beyond just measuring past performance for the sake of measurement -- integrate individual compensation, recognition and rewards into the overall process.
This CPM blog explains it nicely. And thanks to Frank Buytendijk, Hyperion's VP of Corporate Strategy, for his performance management blog.
So why link people to the high level performance measures?
One word -- effective-motivated-employees!
Having key performance indicators is a start but typically are abstract to the point where the employee doesn't understand where their contribution to the company fits into the performance strategy. The hard part is taking the process from a strategic level to an operational level and clearly linking individual performance to the overall corporate goals.
But once there, you will realize the benefits of your hard work!
Here's a YouTube clip about combat readiness for an underperforming navel vessel. And how the captain used communication to improve productivity.
Now go and integrate individual performance to the overall corporate strategy so employees understand why they are spending most of their day at work!