Performance Metric: ConsiderationsTypes of Behaviors- What types of outcomes are desired?oEmployee autonomy, Creativity, Problem solving, Growth, Inspiration…Prescriptive Metrics- How do you fix a problem?Perfect Scores- Is it good for employees to strive for perfection?Creating Opportunities for Failure- What happens when you allow some mistakes?Variability- Are all “A’s” created equal?Guidance vs Final Decision- Is this metric going to aid in making decisions or owill it actually dictate the final decision?GPA is a Poor MetricDeveloping and Improving Performance Measurement SystemsA Good MetricBuilding a Good Metric1.Who are the stakeholders?2.Goals and desired outcomes, behaviors3.Which decisions will be made based upon this metric?4.How will data be captured?5.How will data be consumed/viewed?6.You must be a visionary. Predict the future with this new metricRequirements of a Good Metrics MEASURABLE– A reliable scale, not a guess or estimate based on observationEASILY UNDERSTOOD – Metrics can help people improve decision making…If they understand connection between metric, their behavior, and the outcomes.ATTAINABLE – When employees have no chance of getting a good score, bad behavior results.Strategically Oriented – Align goals/objectives with desired actions. Does it motivate good behavior?Ease of Measurement - Easy to implement and/or capture. Low effort level. Provides Value - What can be learned from metric? Identify trends and/or capabilities, Provide information on resource utilization and outcomesProvides Guidance - Does it point to corrective action? What does a good/bad number mean? Is it helpful?