Sets Priorities

Once a task or activity is put on a scorecard, it denotes a level of importance that it plays a role in meeting the company goals. Since most roles include a variety of responsibilities, this tool lets the employee know which measurements are most important to management. 

Creates Benchmarks

Benchmarks are established by looking across a department or the company to see where performance is strongest vs lowest and to understand the factors impacting results. Then, decisions can be made to provide additional training, resources, or oversight to improve performance and consistency of results. 
 

Increases Transparency

Transparency is the best way to proactively manage processes and people when systems become more complex and there are more layers of management. Problems are no longer hidden and it becomes transparent when an employee or department is not meeting scorecard goals or benchmarks. This quickly alerts management to dig into it and make changes before they become detrimental. The scorecard foundation sets a standard that can be repeated to ensure the successful management of new departments, products, and revenue streams. We recommend setting a scorecard process as soon as an organization can to aid in growth. 

Creates a Culture of Accountability

Scorecards are an unbiased and consistent method to measure performance. They rank performance to share how people and departments are performing. This creates awareness that people are all being held to specific performance standards. Tracking their performance puts positive pressure to do well on those tasks. The metrics are a point of pride and recognition for top performers. They also identify emerging leaders within the company and experts within departments that can be leveraged to increase the performance of others. When used to provide consistent improvement, they are a development tool and can benefit team alignment and performance.