EMPLOYEE MEASURES AND BUSINESS STRATEGY
Key Questions and IssuesDealing as it does with human nature and the outputs of its endeavors,
employee measurement can be a difficult prospect or process. On the
one hand, it is tempting to run a quick opinion survey to [take the
organization's temperature] on one or more issues. A purpose is served,
but the results may be biased or invalidated; employee expectations will
also be raised, as will such valid and commonly experienced employee
questions such as the following:
|• ||Why is the survey being used?|
|• ||Can I state what I really feel?|
|• ||What happens to the data?|
|• ||Will anything change as a result?|
|• ||What comes next?|
On the other hand, institutionalizing employee measures involves
similar considerations or potentially wider impacts, for example on
culture, communication, performance issues, logistics, and working
relationships. By its very nature, employee measurement is as much
reflective of an organization's communication processes as it is of
behavioral or performance issues. If a survey is used for the first time,
Questia, a part of Gale, Cengage Learning. www.questia.com
Book title: Transforming Corporate Performance: Measuring and Managing the Drivers of Business Success.
Contributors: Michael A. Milgate - Author.
Place of publication: Westport, CT.
Publication year: 2004.
Page number: 209.
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