In recent years I’ve witnessed the following behaviours from
those being measured and even from performance measurement teams themselves:
- Scoring high on self-assessments due to lack of understanding of what good performance actually is
- Withholding information deliberately to engineer a low score so that little effort will be needed to demonstrate improvement at the next assessment
- Exaggerating current performance levels to ensure a high score because they believe a low score will reflect badly on themselves or their department
- Expending energy and time on questioning the performance model or working out ways to manipulate the scoring rather than concentrating on improving areas of poor performance
It’s important to know that measuring performance can
unfortunately encourage these behaviours and to look out for them. The reasons
behind these behaviours will be a mix of the current working culture and
personal traits. You can address some of this by clearly setting out what
you’re measuring, communicating why you’re doing it and what you expect the
measures to achieve, but also consider how
you measure.
If you fall into the trap of using subjective measures you'll be encouraging many of the behaviours above. This link will take you to Measurement Tools - Do's and Don'ts, an example of how to best use objective measures:
Note you may need to open
in Google Chrome to access
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