4 Stars -- Practical performance measurement wisdom from the trenches... Marty Klubeck's fresh and practical perspective on how to measure what matters fills a gap in the performance measurement literature. It's the most important gap to fill: the how-to and step-by-step details of how to decide what is important to measure, what the measures should be, and how to use those me...

Some people love targets and many people hate them. They will avoid locking in targets, they will set them low enough to be within their known capability, and they will make excuses about why they don't reach them. Hardly the kind of behaviour that drives performance improvement.

Whether you're measuring hard facts like sales and revenue and cycle time, or softer perceptions like satisfaction and agreement, those measures need to be scientific. Here's why.

If you don't take care in naming your performance measures, you end up with problems like different measures having the same name, the same measure having different names, and people getting confused about what the measure is about. That's messy. So don't take naming your measures too lightly.

With a new calendar year just around the corner, you might be thinking about New Year's Resolutions. These are goals just like any other: if you're serious about achieving them, you must measure them...

Staff Turnover might be easy and familiar to measure, but it is a very poor way to measure employee engagement. Here are five reasons why. (more…)

Not much has changed over the past 20 years, since the Balanced Scorecard threw a big spotlight on performance measurement. People still don't measure performance well enough, despite all the helpful frameworks that have come into being. Personally, I've noticed that people still have the same old struggles in measuring what matters. What should we really be aiming for in performance measuremen...

Surveys are one of the common methods we use in business to gather data. We have customer surveys, employee surveys, corporate image surveys, and surveys just about anytime we want to collect data from people. And often you'll see these surveys listed in the KPI column in the business plan. BIG MISTAKE! Here's why:

Triangulation is a method of locating a point using information about its relationship to two or three known points. It's applied in social sciences by using two or more methods to check the results of a study. Applying this concept to performance management, we can use multiple measures to triangulate our goals, lessening the...

A problem many of us have is too many measures and, consequently, too much to improve. We need to prioritise, but we somehow don't do it well enough. Here's a method to focus on what really matters most, that has over 116 years of proof that it works.