Considering that we are entering the 5th decade of the Information Age, the addition of an Employee Performance Metrics Application to an Organization’s Balanced Scorecard may seem to some, relatively late in its arrival. Conceptually, aligning an employee’s personal goals with that of an enterprise is straight forward. However, the transformation of “alignment of goals” from a concept into a tool for managing an enterprise of global proportions, in this author’s opinion, represents one more giant leap for Business Management.
Accomplishing such a feat required quantifying such concepts as an organization’s mission statement; its non-financial goals; its core values as well as those of its employees; concepts that, heretofore, existed only in their qualitative configuration. This quantifying the qualitative is as daunting, as it was compulsory a task in the process of creating the current version of Performance Metrics. From Copernicus and Galileo to Newton, Planck, Heisenberg and Einstein; they too were required to shoulder the burden of this task when in the process of forever changing the way our universe would be viewed. Similarly, this most recent adaptation in the evolution of Performance Metrics will forever change the way an Enterprise will be viewed. Beginning 4 centuries ago with the establishment of the world’s first Multi-National Corporation; culminating in the recent advent of an Employee Performance Metrics application, the view of an Organization as a systemic entity now eerily parallels that of an Organism. In this, the newest system to be added to the world of the living, Performance has become the new vital sign.
To learn more about the clinical implications of Performance Metrics, please stay tuned for my next post to Optimal Function MD:
Creating an onsite, Performance Driven Employee Wellness Program;
The Benefits of adding a Clinical Perspective to Your Organization’s Balanced Scorecard
Remain healthy; remain effective!
Mitchell R. Weisberg, MD