For organizational leaders to get the most out of their business and people, they must understand what drives business results and how to measure contribution at the individual level.
“Scorecards” are highly effective business tools that can be used to link organizational profitability and productivity with the performance of the individual.
By understanding what key measurements drive bottom-line performance improvement, employees and managers can keep score, using these measurements to determine whether they are winning or losing each day in the individual areas of contribution.
Scorekeeping using scorecards is about:
- Clarifying and communicating the primary goal of the organization in terms that are relevant and related to individuals’ roles and job functions.
- Tying everyone’s individual contributions to the organization’s deliverables and finding the best way to measure their effectiveness against those objectives.
- Building an accountable culture and making work meaningful.
Scorekeeping is about choosing the right measurement, tracking the results and displaying it in a way that impacts the scorekeeper to maximize individual performance. It’s about translating data into visual pictures that offer value. Scorekeeping is not
- Raw Data
- Log Sheets and Charts
The reasons behind building effective scorecards and keeping score at the individual level are many; it’s not simply about measuring the right thing, it’s about putting the right mechanisms for communication and feedback in place between employees and managers to drive profitability and performance upward. By keeping a balanced scorecard you improve your overall performance.
To create a culture that is prepared to improve its bottom line, you must begin to measure performance in a tangible way that can be tracked. Scorecards and scorekeeping are simple, effective, and proven tools to begin that process. It doesn’t require complex systems, software, or extensive time. We guarantee it will lead to both immediate and long-term results.
“Organizational responsibilities must be clearly defined in the mind of the employee before that person can take personal ownership of the task.”
“Knowledge is power.”
“Not only do leaders need to model high levels of visible personal accountability, but they also need to instill a sense of accountability in their team members and create a culture of accountability in the organization.”