Time is the only resource that is distributed equally amongst everyone. Yet some people seem to have received more time as they accomplish a lot more than others. For example, most employees may have seen that one employee who always seems to be more productive than the rest. That too despite having the same or […]
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The Balanced Scorecard (BSC) is a strategy performance management tool – a semi-standard structured report, supported by design methods and automation tools, that can be used by managers to keep track of the execution of activities by the staff within their control and to monitor the consequences arising from these actions. (Source) Developed by Drs.
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Objectives & Key Results is a goal-setting framework brought to fame by its adoption at Google. Google uses OKR to build a high-performing team to ensure everyone’s efforts align. Another way OKRs have benefited Google is by making all involved aware of each other’s goals. Individual contributors at the lowest level can easily find out
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Imagine a company launching an ambitious five-year growth plan—only to fall short due to misaligned strategies, poor execution, or leadership gaps. This is not uncommon. In The Balanced Scorecard, David Norton and Robert Kaplan highlight that 90% of organizations fail to accomplish their goals. With such a high failure rate, it is essential to ask:
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Agile methodology Companies are realising that traditional project management (waterfall or sequential methodology) is not fully efficient and thus are looking for better solutions to manage their projects. Agile methodology is the cure that has finally helped them get rid of the drawbacks. It is increasingly being adopted by teams from various industries. Agile Software
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Every team, however small or big sets goals for itself as a whole as well as for all the individuals. While some believe in setting up goals that are ‘highly ambitious’ others think ‘being practical’ is more important to keep the team members’ morale up. When it comes to ‘stretch goals’ what makes people have
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Agile performance management is a collaborative, continuous feedback and development practice that is steadily replacing traditional performance management. Traditional performance management has proven to be insufficient to assess an employee’s contribution. Its primary focus is setting up a series of processes to measure the employee’s performance over the whole year. These processes end up having
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