Performance measurement comes with several challenges as the purpose behind collecting such data is linked to finding ways to improve the effectiveness of individuals and ensure that they meet the established objectives when fulfilling responsibilities. In an organizational context, performance management relates to developing a skilled and empowered workforce because the talent that companies acquire has a deep impact on the outcomes of work. While performance management is a necessary part of organizational work, issues with tracking data appear regularly.
In practice, I have encountered several problems with performance data tracking. Problems appear when there is difficulty prioritizing data collection tasks due to poor time management when there is time lost doing work tasks other than data tracking, when the response times to incoming requests are slow, as well as when it is difficult to stay on task. These challenges associated with performance data tracking can be addressed through the application of the latest available solutions, such as software programs, to tackle the challenges easier.
Although, general changes to the data tracking process can also result in an improvement. It is important to get rid of outdated performance review methods and follow the latest available trends but not to rely every process on technology, especially when they are used as a crutch to avoid meaningful interactions with data. Achieving success in performance data tracking is possible when the data is being collected frequently when the approach to its tracking is a balanced one, when there are opportunities for follow-ups, as well as when there is a focus on people and connections that can have a meaningful impact on performance improvement.