It’s Time to Fine-Tune Performance Management

Measuring a broad set of standards across the organization seems
like a fair way to judge employees’ performance year over year. But
Heidi Gardner, distinguished fellow at Harvard Law School, says
performance management systems often incentivize employees to
scramble to hit their numbers and lose sight of the organizations’
bigger objectives. To boost collaboration and long-term customer
value, Gardner shares a four-part scorecard that establishes shared
organizational goals while also holding employees accountable for
individual results. With Ivan Matviak of Clearwater Analytics,
Gardner wrote the HBR article “Performance Management Shouldn’t
Kill Collaboration.”