Measuring innovation and thought work where quality and progress are more difficult to quantify, require multiple perspectives and more participatory management. Here are several blunt observations that capture my lessons learned in good practices for performance rankings and performance assessments of innovative information workers. (more…)
Posts Tagged ‘performance rankings’
This is part 2 of a sequence of posts on performance rankings.
Results come in many forms and contexts as do team contributions and individual contributions to achieving those results. Different organizations will measure things in different ways. Rather than a general discussion of measuring results across a broad spectrum of roles, I will provide a description of what we did at IBM in the context of a field consulting team. Our organization’s job was to help sell products and help clients gain value from the products through billable consulting services.
In a recent IBM Software Group management jam, our performance ranking process (called Team-Based Decision Making or TBDM), was a hot topic of discussion. The objective of TBDM is to help a management team continuously differentiate the highest contributors, identify those that need improvements, and reinforce a participatory management culture with clear expectations of performance priorities and coaching priorities.