The Why, What & How of Measuring Performance

Meeting expectations, measuring performance and being able to demonstrate the ability to learn and continuously improve are constant expectations in our daily lives from the day we enter school, engage  in any team based or sporting activities and particularly upon commencing employment in the transactional world of business, industry and commerce.

 

The organisations we work with are continually being tracked measured and compared with other companies by their employees, clients, investors, the stock market, business analysts, and government. Did the organisation fulfil or exceed expectations? If not, why not and what is the plan of action to address the performance gap and prevent recurrence.

 

Establishing organisational performance targets -HSE, financial, production and sales - supported by effective measurement and demonstrating the ability to learn, adapt and respond are essential to the reputation and future of any organisation.

 

Every significant investment decision is evaluated, ranked & benchmarked on results, track record, quality, value, reliability, customer service, improvements and longevity. People regularly conduct this analysis in their personal lives (e.g. buying a new vehicle) so it is perfectly reasonable that performance, measurement, learning and improvement is an expectation in our professional life.

 		 

 

Our philosophy is fairly simple:

 

Every time we do something again, we should do it better than the last time.

 

If we don’t learn from our successes, we will be unable to repeat them, and if we don’t learn from our mistakes, we will be unable to avoid repeating them.

 

Performance management helps organizations achieve their strategic goals. The main purpose of performance management is to link individual objectives to the organisational objectives and to develop the skills of people to fulfil their capability, satisfy their ambitions and to contribute to the organisation’s goals. Performance management harnesses an organization’s data to convert into knowledge with the capacity to drive change toward achieving the organizational goals.

 

So how can Exceed help you track and manage the performance of your organisation?

 

We look at Performance as Actual Results (current reality) versus Desired Results (what is possible).  Any discrepancy, where Actual is less than Desired, constitutes the performance improvement zone or the ‘opportunity’. Our Performance Improvement road map is designed to close the gap between Desired and Actual. Closing the gap is often a joint effort between the client and a team of Exceed Performance Coaches working side by side with your team.