Best Performance Management Quotes

#1. Strategic-operational KPIs alignment gives the organization a powerful tool to use when implementing change.

Pearl Zhu

#2. The right set of unique digital capabilities directly decides the overall organization's competency and growth potential, to build high-effective, high-responsive, high-intelligent and high mature digital organization.

Pearl Zhu

#3. As we at all times criticise the Premier for his management of home affairs, call Mr Butler a fool for his Budget, find fault with Beecham's conducting, or Gielgud's performance, can we not, sometimes, say that our cricketers are not quite so brilliant as usual?

Margaret Hughes

#4. The overall organizational health needs to be measured via employee engagement, culture readiness, business agility, and customer-centricity, etc.

Pearl Zhu

#5. The "self-driven" talent performance management is pursuing the digital way to run a purpose-driven organization.

Pearl Zhu

#6. When companies create ridiculous and demoralizing rules to halt the outlandish behavior of a few individuals, it's a management problem. There's no sense in alienating your entire workforce because you don't know how to manage performance. It makes a bad situation that much worse.

Travis Bradberry

#7. The scoreboard is strategy focused, and the dashboard is operation oriented.

Pearl Zhu

#8. We are only constrained by the boundaries of our imagination

David Moffett

#9. It is difficult to have a highly competitive organization without highly competitive talent.

Pearl Zhu

#10. The innovation indicators vary depending on who is doing the measuring, and how they are measuring. It's contextual.

Pearl Zhu

#11. Measure thinker performance and doer performance differently but objectively.

Pearl Zhu

#12. The business management is, in essence, the decision management and performance management continuum.

Pearl Zhu

#13. Don't just play the number game, but connect the contextual dots and focus on the overall business objectives.

Pearl Zhu

#14. Most organizations fail to manage performance effectively because they fail to look into the system holistically.

Pearl Zhu

#15. Forward-thinking means to focus on the future, even a few steps ahead, to build the long-term prosperity.

Pearl Zhu

#16. I have a very simple rule when it comes to management: hire the best people from your competitors, pay them more than they were earning, and give them bonuses and incentives based on their performance. That's how you build a first-class operation.

Donald J. Trump

#17. When an employee truly understands the meaning of his work and gets recognition for his efforts he performs the best.

Abhishek Ratna

#18. The real purpose of performance indicator is to provide business insight and monitor the progress and performance.

Pearl Zhu

#19. Corporate performance management systems and processes are gradually moving away from a static, unidirectional, and time-bound avatar to a more dynamic, continuous, and interactive state.

Pearl Zhu

#20. A scorecard assesses progress to strategic goals whereas a dashboard assesses performance to operational goals.

Pearl Zhu

#21. There is a need to evaluate the performance of employees in a more objective and continuous way.

Pearl Zhu

#22. Metaphorically, if the enterprise is a vehicle, Enterprise Performance Management is like the gas pedal with speed scoreboard.

Pearl Zhu

#23. Management means, in the last analysis, the substitution of thought for brawn and muscle, of knowledge for folkways and superstition, and of cooperation for force. It means the substitution of responsibility for obedience to rank, and of authority of performance for the authority of rank.

Peter Drucker

#24. Performance metrics are numbers in context, results are related to your strategic goals.

Pearl Zhu

#25. Broadly speaking, the KPIs of the organization needs to be the KPIs of the IT function.

Pearl Zhu

#26. Organizations are perfectly designed to get the results that they get.

Stewart Liff

#27. The goal of agility measure is to keep track of the most value-driven factors to lead business success.

Pearl Zhu

#28. Motivating employees to work at their full potential is the main premise of successful management.

Eraldo Banovac

#29. What counts that we're not counting?

Frank Sonnenberg

#30. When rewards ignore individual performance, the incentive to strive for excellence is lost.

Frank Sonnenberg

#31. The organizational design is part of digital strategy management which needs to go neck-in-neck with performance management for improving organizational effectiveness and maturity.

Pearl Zhu

#32. Keep strategy management and performance management synchronized to accelerate digital transformation.

Pearl Zhu

#33. I never use hedge funds because I am well aware of what drives future performance, and hedge funds start out with a great disadvantage in every major category: taxes, fees, risk management, transparency and liquidity.

Peter Mallouk

#34. Mental Management is the process of maximising the probability of having a consistent mental performance, under pressure, on demand

Lanny Bassham