Performance management- the measurement trap (part 3)
2 July 2021
Performance Management and the limitations of measurement
Performance management relies on good performance measures. However, not everything can be measured to an extend that we would like. A great example to illustrate our measurement limitations is measuring human intelligence. The ‘measure’ we would traditionally use is IQ (Intelligence Quotient). However, the questions that arise are: What is intelligence? And what do IQ scores actually measure? Whereas the details of the answers to these questions are still subject to an ongoing debate, on the whole IQ tests focus on our analytical and mathematical reasoning. However, Dr. Howard Gardner, professor of education at Harvard University, has shown that there are multiple facets to our intelligence. His studies have identified eight different forms of intelligence – of which IQ only measures a small subset. The forms of intelligence identified by Gardner are linguistic intelligence (“word smart”), logical-mathematical intelligence (“number/reasoning smart”), interpersonal intelligence (“people smart”), bodily-kinesthetic intelligence (“body smart”), spatial intelligence (“picture smart”), musical intelligence (“music smart”), naturalist intelligence (“nature smart”) and intrapersonal intelligence (“self smart”). This suggests that someone can be classed as intelligent when he, for example, has great hand-eye coordination and awareness of space – and therefore becomes a great basketball or football player. Someone can have great emotional intelligence and therefore be able to connect with other people and become a great leader. Others might have great musical ability and become composers or musicians. All of these people wouldn’t necessary need a high score on an IQ test, since it only assesses linguistic and logical-mathematical skills.
The above example hopefully illustrates that measures in performance management systems cannot capture the entire truth when it comes to intangibles. However, they can indicate the level of performance. They are therefore indicators, rather then measures, and have to be treated as such.
When performance managements and performance measurement clash
Organizations who implement performance management fall into the measurement trap when they don’t link their indicators to the strategy of the organization and when they attempt to quantify the unquantifiable or measure everything that is easy to measure without focusing on the relevant and meaningful indicators in order to use them for strategic decision making and learning.
What Tech Trends Should Companies Focus on in 2023? Here Are Three to Consider (And One to Ignore)
It’s common to hear it said that today, in order to thrive, every business needs to become a tech business.[...]
Bringing Real-Time AI To The Core Of Your Business
Artificial intelligence (AI) is big news right now thanks to a wave of viral applications such as ChatGPT and Dall-E, which have captured the public’s imagination.[...]
The Future Of Work: Are Traditional Degrees Still Worthwhile?
Jobs and the world of work are changing. This raises one very important question: As many roles become increasingly focused on specialized skills and on-the-job experience, are traditional degrees still valuable to employers?[...]
The Real Reasons For Big Tech Layoffs At Google, Microsoft, Meta, and Amazon
Between them, some of the world’s biggest tech companies have collectively laid off more than 150,000 workers in recent months.[...]
How Will ChatGPT Affect Your Job If You Work In Advertising And Marketing?
Recently, there’s been a lot of excitement about ChatGPT – the public preview release of OpenAI’s chatbot powered by the GPT3 language model.[...]
12 Easy Steps To Build Your Personal Brand On Social Media
Building and maintaining my personal brand is an important part of my job. But it's becoming important in so many professions[...]
- Get updates straight to your inbox
- Join my 1 million newsletter subscribers
- Never miss any new content