It’s Time to Fine-Tune Performance Management

Measuring a broad set of standards across the organization seems like a fair way to judge employees’ performance year over year. But Heidi Gardner, distinguished fellow at Harvard Law School, says performance management systems often incentivize employees to scramble to hit their numbers and lose sight of the organizations’ bigger objectives. To boost collaboration and long-term customer value, Gardner shares a four-part scorecard that establishes shared organizational goals while also holding employees accountable for individual results. With Ivan Matviak of Clearwater Analytics, Gardner wrote the HBR article “Performance Management Shouldn’t Kill Collaboration.”

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HBR IdeaCast
Episode 876

It’s Time to Fine-Tune Performance Management

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A conversation with Harvard’s Heidi Gardner about incentivizing collaboration and long-term customer value.

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September 20, 2022

But Heidi Gardner, distinguished fellow at Harvard Law School, says performance management systems often incentivize employees to scramble to hit their numbers and lose sight of the organizations’ bigger objectives. To boost collaboration and long-term customer value, Gardner shares a four-part scorecard that establishes shared organizational goals while also holding employees accountable for individual results. With Ivan Matviak of Clearwater Analytics, Gardner wrote the HBR article “Performance Management Shouldn’t Kill Collaboration.”

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This article is about MOTIVATING PEOPLE

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Related Topics:

• Employee performance management

• Collaboration and teams

• Employee incentives

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