Evaluating Top Management: How Can We Align Their Performance with Our Vision?

Dear Friends,

In my present organization, our top management prefers being evaluated by a merit system with a few parameter changes as it goes down that are rated against Excellent, Good, Average & poor. I totally disagree with this system, especially for top management who are the visionaries for the organization. I would like to introduce a system that will incorporate one's responsibilities with the Vision of the Organization by defining their KRA/KPA/KPI and linking the results to the Vision. Can someone please help me in devising a format for the top management.

Thank you for your support and understanding.

Regards,
Jessie J

Hi Jessie,

This is exactly what the Balanced Scorecard was developed for. This site has a wealth of information on BSC. Search and download them.

The main outline is that you decide what your organization's goal/vision is and then determine what needs to be done to achieve that goal. You break those tasks into smaller jobs and cascade them down to all team members. This way, each employee is aware of how they are contributing to the organizational vision.

This is the latest method of performance appraisal and has proven to be very effective for all levels as performance is directly linked to the organizational vision.

Let me know if you need further information about this. I will be glad to help you.