It is difficult to deliver on 20-25 performance measures even by a Group of people in an organization. HENCE, it is not only difficult but nearly impossible for an individual to deliver on that many measures. It is hence recommended that a set of 4-5 key measures are identified for individuals. These could be cascaded directly from the corporate scorecard, based on the responsibility of the individual.

Example: a sales RELATED MEASURE is directly cascaded into the Sales head and his team's individual performance measures. Thus, with the individuals achieving their targets will ENSURE the organization meets its overall goals. However, the individual performance achievement needs to be LINKED to the bonus and rewards system.

It is difficult to deliver on 20-25 performance measures even by a Group of people in an organization. Hence, it is not only difficult but nearly impossible for an individual to deliver on that many measures. It is hence recommended that a set of 4-5 key measures are identified for individuals. These could be cascaded directly from the corporate scorecard, based on the responsibility of the individual.

Example: a sales related measure is directly cascaded into the Sales head and his team's individual performance measures. Thus, with the individuals achieving their targets will ensure the organization meets its overall goals. However, the individual performance achievement needs to be linked to the bonus and rewards system.