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How do you integrate performance evaluation with other operational planning tools and processes?

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Performance evaluation is a crucial component of operational planning, as it helps you measure the effectiveness and efficiency of your actions, identify areas of improvement, and align your goals with your stakeholders. However, performance evaluation is not a standalone activity; it needs to be integrated with other operational planning tools and processes to ensure a coherent and consistent approach. In this article, you will learn how to do that by following these steps:

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1 Define your performance indicators

The first step is to define what you want to evaluate and how you will measure it. Performance indicators are specific, measurable, achievable, relevant, and time-bound (SMART) criteria that reflect your desired outcomes and outputs. They can be quantitative (such as sales, costs, or productivity) or qualitative (such as customer satisfaction, quality, or innovation). You should select performance indicators that are aligned with your operational plan objectives, strategies, and activities, and that are meaningful and useful for your decision-making.

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Steve Parker

Veteran | Strategic Advisor | Board Member | Entrepreneur
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In my experience, the initial decisions of what you want to evaluate is grounded in a larger, either cultural or strategic imperative that is the “why” behind the desired performance objective. Simply put, we can sometimes lose sight of the bigger picture when evaluating organizational and individual performance. When it comes to assessments, it’s important to avoid the tendency to question the process, or take issue with the people involved when things don’t go as planned, or when results are less than stellar.

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Greg Stroud

Cyber Operations Planner | Special Forces Veteran | Entrepreneur
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Two questions that can help you in crafting your performance indicators: 1) Are we doing the the right things to generate the results or achieve our goals? and 2) Are we doing those things well? The performance indicators that reflect those two questions can be organized into measures of effectiveness and measures of performance. The first question and respective performance indicators should be focused on first. That saves you from wasting time in getting good at something that isn't contributing to goal accomplishment.

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2 Collect and analyze your data

The next step is to collect and analyze the data that corresponds to your performance indicators. You can use various sources and methods of data collection, such as surveys, interviews, observations, records, reports, or feedback. You should ensure that your data is valid, reliable, accurate, and timely, and that you have the appropriate tools and skills to analyze it. You should also compare your data with your targets, benchmarks, or standards, and identify any gaps, trends, or patterns.

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Hudson A.

Gerente Administrativo e Financeiro | Especialista FP&A | BPO Financeiro
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Uma coisa que precisa ser acrescentado é o Uso de Sistemas Integrados de Gest?o (ERP): ? Centraliza??o de Dados: Utilize sistemas ERP que centralizam informa??es de diferentes áreas, permitindo que os dados de avalia??o de desempenho sejam facilmente acessíveis e analisáveis junto com outros dados operacionais. ? Automatiza??o de Processos: Automa??o de processos como atualiza??o de objetivos, registros de treinamento e feedback pode ser integrada aos sistemas de ERP.

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3 Report and communicate your results

The third step is to report and communicate your results to your relevant stakeholders, such as your team, managers, customers, or partners. You should use clear and concise language, visuals, and formats to present your findings and recommendations, and highlight your achievements and challenges. You should also tailor your message to your audience and their expectations, and use appropriate channels and media to deliver it. You should aim to inform, persuade, and engage your stakeholders, and solicit their feedback and input.

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Greg Stroud

Cyber Operations Planner | Special Forces Veteran | Entrepreneur
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One thing that I have found helpful is to start talking with the team by soliciting their input about what they are doing well and not well. 90% of the time they already know these answers and you are validating their answers with the data. Following up by asking for recommended improvements to the operation or process will usually yield some great insightful ideas. The key here is to put the team up front and allow them to take ownership of the improvements.

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4 Review and improve your performance

The final step is to review and improve your performance based on your results and feedback. You should use your findings and recommendations to identify what worked well and what needs to be changed or improved in your operational plan. You should also update your performance indicators, targets, or strategies if necessary, and monitor your progress and impact. You should also celebrate your successes and recognize your team's efforts and contributions.

By integrating performance evaluation with other operational planning tools and processes, you can ensure that your operational plan is relevant, realistic, and results-oriented, and that you are continuously learning and improving your performance.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you integrate performance evaluation with other operational planning tools and processes?

1

2

3

4

5

1 Define your performance indicators

2 Collect and analyze your data

3 Report and communicate your results

4 Review and improve your performance

5 Here’s what else to consider

Operational Planning

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How do you integrate performance evaluation with other operational planning tools and processes?

1

2

3

4

5

1 Define your performance indicators

2 Collect and analyze your data

3 Report and communicate your results

4 Review and improve your performance

5 Here’s what else to consider

Operational Planning

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