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.