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What are the Benefits of Measuring Performance?

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We have a number of important books and articles to share with you that promise to give you a significant leg-up on understanding employee engagement.  The book I want to tell you about here, Transforming Performance Management: Rethinking the Way We Measure and Drive Organizational Success, by Dean R. Spritzer, is a clear testament for the significant benefits gained by measuring performance. The first chapter alone is worth the price of the book — Spritzer runs through the wide range of critical business issues that are addressed when organizations make a concerted effort to measure what matters most.

Measuring key business functions motivates and directs behavior in addition to focusing attention where it’s needed most. It provides the basis for goal setting, clarifies expectations, increases understanding & alignment, and promotes consistency and objectivity.

As if that were not enough, Spritzer points out, it provides early warning signals and enables prediction along with improving both problem-solving and decision-making in addition to facilitating feedback. Measuring also makes performance more visible, enables accountability and improves execution.

At Engagient, we know that the simple act of measuring employee engagement, when it includes a transparent reporting of the results to participants (employees), actually pulls the trigger on the starter pistol for engagement transformation. The key factor here is not in the act of measuring and collecting data (although this has clear benefits), it is in the focused attention, the drive toward a higher goal, the work-group meetings, vocabulary and mindshare it captures in the organization.

In short, the organization will move toward what is measured.  It isn’t simply a reporting tool to add to the corporate dashboard, it becomes a center of gravity within the corporate constellation of divisions, locations, product groups, titles and positions, pulling the full depth and breadth of the organization toward a few strategically aligned objectives that deliver not just better business performance, but a better, healthier, and more meaningful work environment that delivers sustainable increases in employee engagement.

This is, of course, why Engagient offers clients a High Performance Culture Assessment (HPCA) tool so they can both measure employee engagement and to create a new sense of urgency and energy around key drivers of human behavior in the workplace.

So pick up the book and add your own comments about what you discover.

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The following comments are for Engagient's Employee Engagement Seminar for Managers

We were trying to get the buy-in from our Management team, prior to rolling out a new Performance Review Process and move the management style away from the industrial age style in an attempt to get our employees more engaged.  For the last 45 years we have been working under the old world style of management and old habits die hard.  The Engagient seminar on Employee Engagement was exactly what we were looking to install at Perfect Plastic Printing.

Don presented the information with a passion and energy that impacted every participant.  The information presented represented the results of research and science as opposed to just one more consultant’s opinion.  This made the buy-in so much easier.  The combination of instruction and small group exercises kept the class from getting tired and kept the information geared more toward our business as opposed to generalizing information.  Don was extremely knowledgeable on the subject and this was apparent when he answered participant questions.  He kept the conversations light and humorous, but had you believing that getting your employees more engaged is crucial to surviving in business today.  The feedback from the Management team on the seminar was all positive. Don was one of the best presenters that we have experienced at Perfect Plastic Printing.

--Carl Valenti
Director of Facilities
Perfect Plastic Printing
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