Performance Measurement

Most organisations today operate formal appraisal or performance review systems whereby individuals are set, or agree, a series of objectives with their manager. However, the process sometimes does not function particularly well and occasionally falls into disuse.

It is important, therefore, that you are given some clear parameters and targets to channel your contribution effectively. If you are not provided with any specific targets for your first year or initial period with the organisation, then you should agree with your manager:

• the key functions of your job, ie. the main areas in which you will be expected to make a significant contribution;
• a series of measurable objectives, to be reviewed at regular intervals, delineating how you can make a contribution to the overall profitability and development of the organisation and to your department in particular;
• how your performance will be measured within the job, and how regularly your performance will be reviewed. It is also vital to find out what measures of performance are used to evaluate departmental performance, in order to check that the performance targets you have been given are realistic and achievable. It might be the case that performance targets are agreed over which the individual can have little or no influence.
• If your organisation does not operate a system of objective or target setting, then it is a good idea to set yourself a series of goals to work towards. Let your manager know what sort of targets you are setting yourself. These should relate to the contribution you can make to the organisation and aspects of work which you can personally influence (including overall profitability, marketing initiatives, sales performance, etc). This type of informal performance measurement an be invaluable in assisting you to monitor your own progress during your first few months with a new employer.