A recent AMR report 'When Performance Management Worlds Collide, Business Will Benefit' made an interesting point that we are seeing a shift from automation to intelligence. According to this report, the key to great performance is the collision of personal, financial and operational goals and there's a great little diagram to illustrate these three things colliding.
There are also several good points made about keeping it simple and a great case study of a company using Success Factors to automate reviews and ending up with over 1000 unaligned goals.
OK I'm cherry picking the stuff I like here, but you get the idea.
Mind you, the report is a little vague about how this whole fusion of performance indicators into one holistic model thing actually works but I thought the general idea was on track.
While I've never been a huge fan of automating processes that depend on human interaction, I wonder if we aren't still putting the cart before the horse. Certainly the company and team performance are invaluable data points for a successful performance review but is that the chicken or the egg?
If you hire good people, give them clear objectives and treat them well financial performance will follow. What I'm saying is, most companies don't need some grandiose complicated new way to mash up performance indicators, they just need to treat their people well, treat their customers well, keep a reasonable eye on expenses and know what business they're in.
Or maybe that's a simpler way of saying the same thing.