Each organization may have its own reason why to measure performance. Human behavior is ultimately not an exact science but still we constantly try to put things into context so that we can improve what we do. Not taking organizational development serious leaves a less chance of employee retention costing your organization up to 2-3 times the hiring costs.
Our research indicates that measuring instruments discussed in the organizational performance and development section make the obscure more tangible. Having the tools to identify performance gaps and performance strengths gives your organization and employees clarity and allows you to address issues in a structured manner. Perhaps most importantly, results prompt discussion within your organization, business unit or team which breads a self-helping culture.
To a large extent the discussion component is self-helping. Whether a manager reviews a report about his/her performance, engages employees on the results in a constructive manner (Management Performance) or taking inventory (Organizational Culture Monitor / Employee Satisfaction), they all produce discussion and are conducive to improving productivity and performance.
Opening the window for personal development and organizational growth will produce a very real advantage and cost savings by embracing a structured basis to further excel.
source: http://www.visionmetrics.net/en/whymeasure.aspx
No comments:
Post a Comment