Do you know if your organization is a Dust Collector, Coach or a Compliance Officer? normally, this can depend on your performance measurement, such as improved performance, increased funding, and improved public relations. Have you experienced this? Or maybe you are like a lot of other organizations that have spent countless money on resources, software and measurement systems, only to find the same problems and the same results? Output Means, results, performance dashboards and reports are important components, but by themselves this does not guarantee success.
Success requires action. It is an action taken after the data is collected that drive organizational change. I have observed three types of organizations when it comes to the use of performance measures. All have significant size and quality, but the impact of this initiative is very different.
1 Dust Collector / Recycling – These organizations have the latest IT systems, data gathering and analysis reports. These very expensive reports are distributed to key stakeholders and are normally presented at monthly or quarterly meetings. After the initial assessment, the information is filed away and forgotten until the next performance report is distributed.
On the surface, these organizations seem to be very sophisticated in their approach to performance measurement; However, they rarely undergo significant changes or improvements. Measurement of Dust Collector efforts’ are not considered part of their daily business. Often employees do not realize that the information they enter every day even being analyzed.
2 Compliance Officer / Authority Whackers – These organizations are similar to the teacher using a ruler to discipline unruly children. They are eager to use their performance reports; However, their approach is punishment. Staff see this initiative as a way to “get them” or make sure employees “toe the line”.
Improvements can happen, but at the cost of employee morale. Compliance Officer employees try to focus on ways to increase the amount regardless of the organization’s mission or desired results. In some cases, staff engage in counterproductive behavior in order to increase the number, such as wrong numbers or refuse to handle cases or particular issues that may bring their numbers down.
3 Coach / Motivator – This organization’s performance measurement initiative led to the desired results. Regardless of the structure of the measurement system, an effort that is embedded in a strong culture of measurement. The coach saw their actions as a positive management tool. The leader uses this information to tell the story of the organization and consistently communicate the value of these measures for staff.
Employees believe this step will not be used for purposes of punishment. They eagerly sought to identify the reasons for performance issues and seek new ways and innovative ways to address the problem. The coach at this time will have improved the fastest and most return on any investment for their performance measurement efforts. Do you think you are a coach? Do you act in a way that it affects your organization? before you develop and establish your performance measurement systems, work out what purpose the measures will be used for. Take your time with the performance measurement path make sure your management is ready and able to commit to using these measures for a positive and important management tool that will be used with decision making.
So whatever organization you opt, your main focus should rely upon the security of your precious data. Today as we all know businesses are implementing some customer identity management techniques that are responsible for collecting the personalized information about their customers. This modern technique stores data from your social media accounts via social login and give valuable insights to plan future marketing strategies. Additionally it also offers Single sign on facility that allows a user to sign in with just one credential set to multiple web properties of your business. With all these benefits of this impactful identity management technique what matters the most is the unified customer profile data which is just another layered form of data management.