Top 74 Quotes About Performance Management
#1. Metaphorically, if the enterprise is a vehicle, Enterprise Performance Management is like the gas pedal with speed scoreboard.
Pearl Zhu
#2. 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
#3. As much as we think of performance management as numeric and thus perfectly quantifiable, it is as much a product of context and social science as the products we design and develop.
Steven Sinofsky
#4. Corporation performance Management is all about managing performance by that data (KPIs) which really matters.
Pearl Zhu
#5. Enterprise Performance Management is an overarching umbrella for other management disciplines.
Pearl Zhu
#6. The business management is, in essence, the decision management and performance management continuum.
Pearl Zhu
#7. The "self-driven" talent performance management is pursuing the digital way to run a purpose-driven organization.
Pearl Zhu
#8. Keep strategy management and performance management synchronized to accelerate digital transformation.
Pearl Zhu
#9. 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
#10. We all know business financial performance improves when more women are in senior levels of management and leadership.
Beth Brooke
#12. You should always leverage performance and potential, look at the overall success of the company for the long run.
Pearl Zhu
#13. Leadership is lifting a person's vision to higher sights, the raising of a person's performance to a higher standard, the building of a personality beyond its normal limitations. Peter F. Drucker and Joseph A. Maciariello, Management: Revised Edition, 2008, p. 288.
Joseph A. Maciariello
#14. A manager of people needs to understand that all people are different. This is not ranking people. He needs to understand that the performance of anyone is governed largely by the system that he works in, the responsibility of management.
W. Edwards Deming
#15. The most basic problem is that performance appraisals often don't accurately assess performance.
W. Edwards Deming
#16. Any individual indicator can be a lead or lag indicator depending upon the context and explanatory model chosen.
Pearl Zhu
#17. The goal of measurement is to not only do things right but do the right things and continuously improve doing that.
Pearl Zhu
#18. Every measure selected should be part of a link of cause-and-effect relationships, and ultimately affect the growth and long-term perspectives of the organization.
Pearl Zhu
#19. To be sure, the fundamental task of management remains the same: to make people capable of joint performance through common goals, common values, the right structure, and the training and development they need to perform and to respond to change.
Peter F. Drucker
#20. The British economy of the future must be built not on the shifting sands of boom and bust, but on the bedrock of prudent and wise economic management for the long term. It is only these firm foundations that we can raise Britain's underlying economic performance.
Gordon Brown
#21. Management is about human beings. Its task is to make people capable of joint performance, to make their strengths effective and their weaknesses irrelevant.
Peter F. Drucker
#22. It has been said, and only half in jest, that a tough, professionally led union is a great force for improving management performance. It forces the manager to think about what he is doing and to be able to explain his actions and behavior.
Peter Drucker
#23. Leaders approach conflict with an eye for resolution. When handled effectively, successful confrontations raise team performance. To manage conflict effectively, you must begin by recognizing there are three sides to every story:
Yours / Theirs / The Truth
Angie Morgan
#24. 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
#25. Running IT as a business, IT performance has to be clearly linked with the business performance.
Pearl Zhu
#26. Own 100 percent of your focus. The most challenging of endurance drills will bring you to a level of optimal mental and physical performance.
Lorii Myers
#27. Very few managers know how to effectively tap the biggest source of performance improvement available to them: namely, the creativity and knowledge of the people who work for them.
Alan G. Robinson
#28. A balanced scoreboard needs to provide the balanced view of business progress; perhaps it also has the "unbalanced" nature to do prioritization.
Pearl Zhu
#29. IT metrics need to evolve to something that matters to the business audience; at the same time that "business sentiment" needs to get put into something more tangible.
Pearl Zhu
#30. Performance of management should be measured by potential to stay in business, to protect investment, to ensure future dividends and jobs through improvement of product and service for the future, not by the quarterly dividend.
W. Edwards Deming
#31. When an employee truly understands the meaning of his work and gets recognition for his efforts he performs the best.
Abhishek Ratna
#32. The nutshell version is that you need to think about the employee mindsets, behaviors, knowledge, and expertise that are potentially linked to the performance outcomes of interest.
Pearl Zhu
#33. Imagine an organization where the physical plant honors the mission, celebrates the employees, shares information, holds people accountable, shapes the outside world's view and helps drive performance. That would be an organization which uses visual management.
Stewart Liff
#34. Metric is part of transparent visual management allowing pulling.
Pearl Zhu
#35. There is no such thing as time management. There is only the mindset that optimally manages the self and its actions.
Tony Dovale
#36. A dashboard needs to be light, focus on "K" in KPIs.
Pearl Zhu
#37. important components of the management system. It is the process by which top management reviews the effectiveness of the system and analyzes the performance of the organization.
Craig Cochran
#38. When determining appropriate levels of compensation, management must determine if the employee turnover rate is too low, too high, or just right. If turnover rate is high enough to adversely impact the entity's performance, then employee compensation is probably too low.
Jason Chaffetz
#39. Every organisation, not just business, needs 1 core competence: Tactical execution
Tony Dovale
#40. Exponential Results Requires Exponential Thinking and High Performance Teamworking with Growth Oriented Mindsets.
Tony Dovale
#41. A performance dashboard is a practical tool to improve management effectiveness and efficiency, not just a pretty retrospective picture in an annual report.
Pearl Zhu
#42. The real purpose of performance indicator is to provide business insight and monitor the progress and performance.
Pearl Zhu
#43. 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
#44. 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
#45. The innovation indicators vary depending on who is doing the measuring, and how they are measuring. It's contextual.
Pearl Zhu
#46. Mental Management is the process of maximising the probability of having a consistent mental performance, under pressure, on demand
Lanny Bassham
#47. 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
#48. When rewards ignore individual performance, the incentive to strive for excellence is lost.
Frank Sonnenberg
#50. Motivating employees to work at their full potential is the main premise of successful management.
Eraldo Banovac
#51. The overall organizational health needs to be measured via employee engagement, culture readiness, business agility, and customer-centricity, etc.
Pearl Zhu
#52. Organizations are perfectly designed to get the results that they get.
Stewart Liff
#53. Broadly speaking, the KPIs of the organization needs to be the KPIs of the IT function.
Pearl Zhu
#54. Performance metrics are numbers in context, results are related to your strategic goals.
Pearl Zhu
#55. 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
#56. There is a need to evaluate the performance of employees in a more objective and continuous way.
Pearl Zhu
#57. A scorecard assesses progress to strategic goals whereas a dashboard assesses performance to operational goals.
Pearl Zhu
#58. The goal of agility measure is to keep track of the most value-driven factors to lead business success.
Pearl Zhu
#59. Breakthrough Management Group International (BMGI) India is the strong Global Consulting firm mainly focuses to provide consultant services establish a profitable business with the challenging success.
Breakthrough Management Group International
#60. 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
#61. The scoreboard is strategy focused, and the dashboard is operation oriented.
Pearl Zhu
#62. We are only constrained by the boundaries of our imagination
David Moffett
#63. It is difficult to have a highly competitive organization without highly competitive talent.
Pearl Zhu
#64. Strategic-operational KPIs alignment gives the organization a powerful tool to use when implementing change.
Pearl Zhu
#65. Measure thinker performance and doer performance differently but objectively.
Pearl Zhu
#66. Don't just play the number game, but connect the contextual dots and focus on the overall business objectives.
Pearl Zhu
#67. Most organizations fail to manage performance effectively because they fail to look into the system holistically.
Pearl Zhu
#68. Forward-thinking means to focus on the future, even a few steps ahead, to build the long-term prosperity.
Pearl Zhu
#69. The use of KPIs is meant to improve and transform the organizational performance.
Pearl Zhu
#70. The great challenge to management today is to make productive the tremendous new resource, the knowledge worker. This, rather than the productivity of the manual worker, is the key to economic growth and economic performance in today's society.
Peter Drucker
#71. The goals of applying scoreboard are to translate the vision and strategic planning into operational goals; communicate strategy and link it to individual performance.
Pearl Zhu
#72. The digital transformation scorecard allows you to focus on the most important things. Without scorecards, it will become like searching for a needle in the haystack.
Pearl Zhu
#73. All but a few of the organizations do not specifically promise to deliver superior investment performance although it is perhaps not unreasonable for the public to draw such an inference from their advertised emphasis on professional management.
Warren Buffett
#74. In the minds of great managers, consistent poor performance is not primarily a matter of weakness, stupidity, disobedience, or disrespect. It is a matter of miscasting.
Marcus Buckingham
