In this article, we delve deeper into a growing trend in performance management: scorecards. While traditional job profiles are becoming increasingly outdated in the rapidly changing business environment, scorecards offer an innovative approach to evaluate employees based on concrete results and measurable objectives. Let’s explore what working with scorecards can bring to your organization.

the power of focus

By defining specific goals and KPI’s you concentrate on the most crucial aspects of your organization. Focus is an essential aspect of achieving success and fulfilling objectives. When you direct your attention, energy, and resources toward a specific goal, you can unlock your full potential and achieve better results. It allows you to avoid distractions that could slow you down and enhances your productivity. You can accomplish more in less time.

the era of measurable goals and results

Job profiles primarily focus on the tasks and responsibilities of employees, emphasizing desired behavior. In today’s dynamic world, it’s essential to go beyond general descriptions. Scorecards provide the ability to set measurable goals that perfectly align with overarching business objectives. By defining concrete goals, employees can better understand their performance, place it in the context of the company, and work more purposefully.

One of the most refreshing aspects of scorecards is the shift from focusing on efforts to focusing on measurable results. Instead of assessing how well an employee performs certain tasks, a scorecard measures the actual results achieved. This creates a culture of accountability and productivity, as employees become aware of the measurable outcomes they need to achieve.

agility and flexibility

Job profiles are often static and can’t adapt quickly enough to changes within an organization. Scorecards offer this necessary flexibility. They can be regularly reviewed and updated to align with the changing needs and priorities of an organization. This enables employees to adapt to new challenges and goals, allowing them to succeed in a fast-changing environment.

ownership

Scorecards ensure accountability at an individual level. Regular evaluations foster a culture of performance orientation and responsibility.
By cascading goals across all levels of an organization using scorecards, you make everyone responsible for their own part. By connecting business objectives with departmental and individual goals, scorecards can serve as a tool to create alignment and encourage collaboration within an organization. It ensures that everyone is focused on achieving common goals and contributing to overall success.

a push for personal growth and development

Scorecards not only encourage the growth and development of the organization but also the personal growth of employees. By setting measurable goals and tracking results, employees can identify their strengths and focus on areas that need improvement. This continuous growth process contributes to employee motivation and engagement. The process becomes even more strategic when you link these personal growth objectives to the organization’s values, thus also creating a connection between the employee and the company culture.

A key core value of Coolblue, for instance, is flexibility – daring to change. This forms a great anchor for personal growth. By making this connection, you immediately add more depth and meaning.

what about OKR’s and OGSM’s?

In the world of performance management, there are of course other popular methods such as OKR’s and OGSM’s. We often get asked which method works best. Let’s start by saying that each method is valuable. OKR’s (Objectives and Key Results) focus on ambitious goals and measurable outcomes, a method popularized by Google. OKR’s promote a culture of transparency, focus, and quick adaptation to changing circumstances. They encourage setting ambitious goals and creating an environment where employees are challenged to push their limits. However, the theory and implementation of OKR’s can be quite complex and require thinking at a certain level of abstraction, making this method impractical for some organizations.

OGSM (Objectives, Goals, Strategies, Measures) is a strategic planning framework that focuses on defining objectives, goals, strategies, and measures, enabling the translation of vision into concrete actions. It is a method that works well for executing business strategies but lacks a human factor and is often far removed from the average employee’s daily concerns.

want to work with scorecards?

It’s clear by now that we are big fans of scorecards. This is mainly because scorecards emphasize measuring and evaluating results while providing space for personal input and employee growth. That’s why scorecards are such a good fit for us. Our credo is: it’s all about people. And that’s precisely where scorecards help compared to other methods. They are practical, understandable for everyone, and allow you to remain flexible and agile.

Want to know more about working with scorecards? Contact us via info@brandpit.nl or directly at Carolien@brandpit.nl.
We’d love to brainstorm with you!

Do you want to dive a little deeper? Read more about our sister The Purple People here.