Quotes & Sayings About Performance Measurement

Every measure selected should be part of a link of cause-and-effect relationships, and ultimately affect the growth and long-term perspectives of the organization. — Pearl Zhu

We have our own internal version of Klout. We do rate people in this way - their effectiveness on social media. Tying social into a performance measurement works. The productivity of a sales who has an effective social media presence is 3x an employee who is not active on the web. — Sandy Carter

Metric is part of transparent visual management allowing pulling. — Pearl Zhu

It is difficult to have a highly competitive organization without highly competitive talent. — Pearl Zhu

If gross miscalculations of a person's value could occur on a baseball field, before a live audience of thirty thousand, and a television audience of millions more, what did that say about the measurement of performance in other lines of work? If professional baseball players could be over-or undervalued, who couldn't? Bad as they may have been, the statistics used to evaluate baseball players were probably far more accurate than anything used to measure the value of people who didn't play baseball for a living. — Michael Lewis

One of the biggest pitfalls for performance measurement is to measure the "part" with ignorance of the "whole. — Pearl Zhu

The real purpose of performance indicator is to provide business insight and monitor the progress and performance. — Pearl Zhu

Any individual indicator can be a lead or lag indicator depending upon the context and explanatory model chosen. — Pearl Zhu

Keep strategy management and performance management synchronized to accelerate digital transformation. — Pearl Zhu

IT metrics need to evolve to something that matters to the business audience; at the same time that "business sentiment" needs to get put into something more tangible. — Pearl Zhu

Performance metrics are numbers in context, results are related to your strategic goals. — Pearl Zhu

The innovation indicators vary depending on who is doing the measuring, and how they are measuring. It's contextual. — Pearl Zhu

The "self-driven" talent performance management is pursuing the digital way to run a purpose-driven organization. — Pearl Zhu

Don't just play the number game, but connect the contextual dots and focus on the overall business objectives. — Pearl Zhu

The overall organizational health needs to be measured via employee engagement, culture readiness, business agility, and customer-centricity, etc. — Pearl Zhu

There was but one question he left unasked, and it vibrated between his lines: if gross miscalculations of a person's value could occur on a baseball field, before a live audience of thirty thousand, and a television audience of millions more, what did that say about the measurement of performance in other lines of work? If professional baseball players could be over- or under valued, who couldn't? — Michael Lewis

A true Net Performance Score will take into account many aspects of a typical customer engagement. — Pearl Zhu

Any conversation is a unique jazz performance. Some are more pleasing to the ears, but that is not necessarily a measurement of their importance — Frank Herbert

Measuring requires, first and foremost, analytical ability. But it also demands that measurement be used to make self-control possible rather than abused to control people from the outside and above - that is, to dominate them. It is the common violation of this principle that largely explains why measurement is the weakest area in the work of the manager today. As long as measurements are abused as a tool of control (for instance, as when measurements are used, as a weapon of an internal secret police that supplies audits and critical appraisals of a manager's performance to the boss without even sending a carbon copy to the manager himself) measuring will remain the weakest area in the manager's performance.2 — Peter F. Drucker

The use of KPIs is meant to improve and transform the organizational performance. — Pearl Zhu

The goal of agility measure is to keep track of the most value-driven factors to lead business success. — Pearl Zhu

In a field you're already familiar with - like your own job - think carefully about what characterizes good performance and try to come up with ways to measure that, even if there must be a certain amount of subjectivity in your measurement. Then look for those people who score highest in the areas you believe are key to superior performance. Remember that the ideal is to find objective, reproducible measures that consistently distinguish the best from the rest, and if that ideal is not possible, approximate it as well as you can. Once — Anders Ericsson

Strategic-operational KPIs alignment gives the organization a powerful tool to use when implementing change. — Pearl Zhu

The goal of measurement is to not only do things right but do the right things and continuously improve doing that. — Pearl Zhu