However, there will always be employees who do not have access to suitable technology and you should maintain their attention on Performance Measurement by the use of newsletters, bulletin boards, employee meetings etc. The information that you are now capturing will drive improved focus and better performance, but, mishandled, could also be a demotivator. Performance shortfalls should be treated as opportunities rather than problems and equal emphasis should be given to positive performance. If this is not done, the system will likely not be widely supported and used. You need the support of all players to make this initiative a success.
People have ways of undermining the credibility of systems that they regard as threatening.
Continuous improvement Remember that your Performance Measurement system will never be complete. In order to ensure that you are not continually moving the goalposts , we recommend that you make changes on an annual or semi-annual basis, and explain to the key players what is being changed and why. All rights reserved.