We’ve been having an internal discussion here about performance management for executives. In the system we’ve proposed, our stance has been that executives should consider identifying and setting perhaps three to seven results-based objectives that have a direct linkage to the organizational goals and performance expectations.

The Team Doc Says…

Absolutely. There’s no reason to have goals if they don’t support the organizational goals and performance expectations. The employees — no matter what their level — are there to make the organization successful. Taking a quantitative view of what’s happening in all areas of the business can alert you to weaknesses before they become a disaster.

Take a look at the Balanced Scorecard. This system helps you manage goals and make sure that you are doing the right things to make the organization successful.

With the balanced scorecard system, teams and team members can tie their goals to executive level goals which accomplish the organization’s objective.

Best regards,

Denise O’Berry
aka ‘Team Doc’

More Posts On This Topic:

1. Resources and Results Out Of Balance
2. How To Maximize Each Team Member’s Strengths
3. Why Should Team Goals Support Organizational Goals?
4. Goal Tracking By Chance?
5. Improving Team Communication