{"id":1550,"date":"2019-01-16T10:56:58","date_gmt":"2019-01-16T10:56:58","guid":{"rendered":"https:\/\/www.chiefmotivatingofficers.com\/?p=1550"},"modified":"2020-02-24T15:36:49","modified_gmt":"2020-02-24T15:36:49","slug":"podcast-performance-scorecard-dos-and-donts","status":"publish","type":"post","link":"https:\/\/www.chiefmotivatingofficers.com\/podcast-performance-scorecard-dos-and-donts","title":{"rendered":"Podcast: Performance Scorecard Dos and Don’ts"},"content":{"rendered":"

If you’ve been considering performance scorecards, especially in a human service organization, have we got a treat for you!<\/p>\n

I was contacted by my dear friend, and CMO Organizational Affiliate, Dr. Becca Tagg to join her on The Business of Behavior Podcast<\/a> and talk about performance scorecard systems. You may have read my previous musings<\/a> about these systems, but Becca and I delve deeper in this 1-hour conversation<\/a>. I provide an overview of scorecard anatomy, and then we go into the 5 dos and 5 don’ts of implementing scorecard systems:<\/p>\n

    \n
  1. Don’t use scorecards as a solutions without a functional assessment.<\/li>\n
  2. Do understand how the organization is performing as a whole.<\/li>\n
  3. Don’t pick arbitrary or pet peeve measures for individual cards.<\/li>\n
  4. Don’t focus only on quantity or revenue drivers.<\/li>\n
  5. Do involve employees early and often.<\/li>\n
  6. Don’t launch company-wide immediately.<\/li>\n
  7. Do let the data be your guide.<\/li>\n
  8. Do tie to reinforcement.<\/li>\n
  9. Don’t go it alone.<\/li>\n
  10. Do research and read as much as possible beforehand.<\/li>\n<\/ol>\n

    If you’re interested in hearing the podcast, check it out here<\/a>!<\/p>\n

    And the references I mention in the podcast can be found here:<\/p>\n

    Beyond the Skinner Box: The Design and Management of Organization-wide Performance Systems<\/a> by William B. Abernathy
    \n    Pay for Profit<\/a> by William B. Abernathy
    \n    Sin of Wages: Where the Conventional Pay System Has Lead Us and How<\/a> by William B. Abernathy
    \n    Performance Management <\/a>by Aubrey Daniels and Jon Bailey
    \n    The Balanced Scorecard: Translating Strategy into Action<\/a> by Kaplan and Norton
    \n    Performance analysis and performance diagnostics<\/a> by John Austin
    \n    The Six Boxes Model<\/a> by Carl Binder<\/p>\n","protected":false},"excerpt":{"rendered":"

    If you’ve been considering performance scorecards, especially in a human service organization, have we got a treat for you! <\/p>\n","protected":false},"author":3,"featured_media":4381620,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":""},"categories":[44,40,36,37],"tags":[59],"_links":{"self":[{"href":"https:\/\/www.chiefmotivatingofficers.com\/wp-json\/wp\/v2\/posts\/1550"}],"collection":[{"href":"https:\/\/www.chiefmotivatingofficers.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.chiefmotivatingofficers.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.chiefmotivatingofficers.com\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.chiefmotivatingofficers.com\/wp-json\/wp\/v2\/comments?post=1550"}],"version-history":[{"count":0,"href":"https:\/\/www.chiefmotivatingofficers.com\/wp-json\/wp\/v2\/posts\/1550\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.chiefmotivatingofficers.com\/wp-json\/wp\/v2\/media\/4381620"}],"wp:attachment":[{"href":"https:\/\/www.chiefmotivatingofficers.com\/wp-json\/wp\/v2\/media?parent=1550"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.chiefmotivatingofficers.com\/wp-json\/wp\/v2\/categories?post=1550"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.chiefmotivatingofficers.com\/wp-json\/wp\/v2\/tags?post=1550"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}