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Aligning performance management with strategic objectives

By Andrew Hedley, Director, Hedley Consulting

9 June 2014

‘What gets measured gets done’ is a universal truism that law firms regularly ignore when designing and implementing their performance management and reward systems. It is crucial that everything is aligned with the organisation’s strategic objectives.

Many firms have moved (or are moving) towards using a series of interrelated metrics that are combined into a ‘dashboard’ that drives investment priorities and forms the basis through which individual performance is measured. For an effective approach, the starting point is to decide what to measure and to ensure that these factors will deliver the desired strategic outcome.

In practice, this is more challenging than it might appear. While some appropriate measures will be clear from the outset, others will be more obscure. Defining ...

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