4 Keys to Cascading Company Kpis to Individuals

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Stop Measuring What you Can Control
By: Stacey Barr | 16/01/2008 | Management
Yes, you did read that title correctly. No, it isn't a typing error. Yes, it does go against everything you've been told about performance measures. But, if you truly want performance measures (or metrics, if that's what you call them) to really make a difference to your business or organisation, you have to STOP measuring what you can control!

By: | 31/12/1969 |

Are You a Strong Performance Culture Leader?
By: Stacey Barr | 07/07/2008 | Management
How well do you fare as a leader of performance culture change in your organisation? Take this quick self-assessment, and see if there's something you can start doing from today, that will start building your organisation's buy-in and commitment to measuring and improving performance henceforth.

3 Tips to Reach your Priority Performance Targets
By: Stacey Barr | 06/02/2008 | Management
Don't think you're being a hero by having dozens of performance measures and targets, and driving hard to achieve them all. You might say "well all these measures are really important and I just have to achieve them all". You're fooling yourself, because all the evidence says that those who prioritise ruthlessly, achieve far more of their goals, and far bigger goals.

5 Reasons Why Rewarding Staff for Performance Fails
By: Stacey Barr | 17/07/2008 | Management
It's got to be one of the most stressful aspects to running a small business - fairly rewarding staff for their performance. Often these problems occur because businesses haven't set up the right foundation for performance pay. If you're thinking about starting to pay staff for performance, or you're having problems with how you're doing it already, it's important to be aware of these five reasons why it can fail.

5 Tips for Using Kpi Master Lists
By: Stacey Barr | 20/02/2008 | Management
When you start trawling through all the lists of KPIs (or performance measures, which is the term I prefer to use) that are lurking on the internet, you'll see just how many performance measures there are. Thousands. Even within just one industry. And many of these so-called performance measures aren't in fact measures at all. A performance measure is evidence of the degree to which you are achieving an important result, over time.

5 Powerful Performance Review Questions
By: Stacey Barr | 17/07/2008 | Management
Personal performance review conversations are not everyone's favourite time of year. In fact, for some, it can be the worst experience of being a manager. And we all know how staff usually feel about it!

How to Make Your Performance Measurement Plan Realistic
By: Stacey Barr | 05/08/2008 | Management
Haste makes waste, they say. And you can see it plain as day in how many organisations go about measuring performance. They tack a brainstorming session onto the annual planning workshop and wonder why the measures they end up with aren't relevant to their goals, why no-one really has ownership of the measures, why the measures don't bring insight to decision making. Measurement is a process, not an event!

Got a Question? Ask.

Violence between Palestinian Arabs and Jewish ...
By: megz | 12-10-2007
Violence between Palestinian Arabs and Jewish settlers in Palestine has escalated since World War II. Explain how geographical location and cultural differences have contributed to this escalation of violence

How Do Countries Measure Speed?
By: davintosh | 22-04-2007
Is the US the only country in the world that measures vehicular speed in miles per hour? I visited Great Britain years ago & seem to remember speed limits there being in MPH...Anyplace else?       

Rape of Palestinian women by Israeli soldiers?
By: Tal Bright | 06-12-2006
Rape of women during wartime, especially by soldiers, has been a war tactic or a side effect of war throughout history.Is there any evidence of rape (or other types of sexual aggression) of Palestinian women by Israeli soldiers?I haven't heard of such a case and don't know where to look. (This may be because a woman in a traditional society is extremely unlikely to tell anyone) [ Please answer to the point ]

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Improve Telephone Communication by Linking Better Performance to Results for Employees
By: Barbara Brown, PhD | 21/08/2008
When you talk to employees about better telephone communication, you want to keep the focus on performance improvement and away from complaints about customers, processes, or procedures. You can do that if you link improvements to results for employees. This article describes this approach. It also contains examples of telephone behaviors and results.

Roles And Responsibilities Of Six Sigma Trained Champions & Master Black Belts
By: Tony Jacowski | 21/08/2008
Each organization will have its own structure and approach to Six Sigma. A successful Six Sigma deployment is the result of the teamwork of the members of the Six Sigma team. The deployment is successful if the approach is a top down one. Typically, a Six Sigma team has various members with varied roles and capabilities.

A Six Sigma Training Primer
By: Tony Jacowski | 21/08/2008
The training or education of employees is vital to the success of Six Sigma projects in any organization. Six Sigma training includes imparting knowledge about the various core concepts and techniques of Six Sigma.

The DMAIC Model And Business Success
By: Tony Jacowski | 21/08/2008
The major success factor of any organization is the competitive edge it has over others. This is dependent upon the quality of products offered by the business according to the expectations of the customer. For this, the major aspect is the reduction of defects to zero.

The Quickest Way to Generate Targeted Traffic Through Affiliate Marketing
By: Ravii Kumarr | 21/08/2008
The quickest way to generate targeted traffic and start earning commissions with an affiliate marketing business is to use Google adwords. One doesn't even need a website of their own to make money online using adwords. Traffic can be sent directly to an affiliate link.

The Audit's Results and Report - the True Story, According to the Iso 9001 Standard Requirements
By: Itay Abuhav | 21/08/2008
The internal audit chapter is included under chapter 8.2 - Monitoring and measurement (it's been said before on our web site already). When performing an audit you are monitoring processes. You sample a process and validate that it is done according to prior requirements. Once you stumble upon nonconformity, a process that was performed not according to a requirement, you must mention it in the audit report. But this is not the end of your story.

Internal Audit - the Iso 9001 Standard Requirements for Internal Audits and the Audits Program
By: Itay Abuhav | 21/08/2008
Internal Audit. "What a headache" - that's surely what every employee think to himself when they receives the massage of an internal audit approaching. There is a reason why. They know that someone is coming to poke their deeds...

How Scheduled Overtime Can be Better Managed
By: SteveHyans | 21/08/2008
HourDoc offers superior solutions for scheduled overtime. HourDoc’s scheduled overtime solution takes into account PTO, electronic timesheets and other valuable time and attendance hardware features. Many clients using the HourDoc scheduled overtime solution comment that better managing scheduled overtime helps them save time and money.

More from Stacey Barr

Measuring Leads: a Lead Indicator of Business Growth
By: Stacey Barr | 20/08/2008 | Management
Despite its undisputed role as the primary driver of business growth, many small business owners still fail to take a deliberate approach to marketing! One way to at least get started in taking marketing more seriously is to connect with the purpose of it in a more practical way. And that's something measurement can easily do.

Engaging Managers to Measure: What Don't They Know?
By: Stacey Barr | 20/08/2008 | Management
It's always going to be harder, longer and more painful to embed good performance measurement into an organisation whose leaders don't champion the effort. Sure, you can get some great traction by introducing performance measurement here and there, but truly embedding performance measurement as an accepted and valued part of doing business is an uphill battle without management support.

What Kind of Performance Role Model are You?
By: Stacey Barr | 20/08/2008 | Management
How do you, as a manager, demonstrate your support for measuring and improving performance? Probably the single most powerful thing you can do to build a stronger performance culture within your staff is to do what you want your staff to do in relation to monitoring and managing business performance. But what are those things?

Are You Allowing Enough Time to Measure Performance?
By: Stacey Barr | 05/08/2008 | Management
Performance measurement generally takes longer than people anticipate, and longer than the timeframe they allow for. And it often is because we underestimate what's involved in a really good performance measure implementation. We expect that we can just turn up at a workshop, and by the end of it we'll have a lovely, insightful, revelational set of performance measures. And everyone will buy in to them too!

How to Accelerate Your Business Performance
By: Stacey Barr | 05/08/2008 | Management
Measuring performance in small business can easily seem too overwhelming. Who's got the time, particularly when you have to do so much yourself? But that's no reason not to measure the performance of your business!

How to Make Your Performance Measurement Plan Realistic
By: Stacey Barr | 05/08/2008 | Management
Haste makes waste, they say. And you can see it plain as day in how many organisations go about measuring performance. They tack a brainstorming session onto the annual planning workshop and wonder why the measures they end up with aren't relevant to their goals, why no-one really has ownership of the measures, why the measures don't bring insight to decision making. Measurement is a process, not an event!

5 Powerful Performance Review Questions
By: Stacey Barr | 17/07/2008 | Management
Personal performance review conversations are not everyone's favourite time of year. In fact, for some, it can be the worst experience of being a manager. And we all know how staff usually feel about it!

5 Reasons Why Rewarding Staff for Performance Fails
By: Stacey Barr | 17/07/2008 | Management
It's got to be one of the most stressful aspects to running a small business - fairly rewarding staff for their performance. Often these problems occur because businesses haven't set up the right foundation for performance pay. If you're thinking about starting to pay staff for performance, or you're having problems with how you're doing it already, it's important to be aware of these five reasons why it can fail.