Dashboards and scorecards can help our business or hurt it.
If the purpose of the dashboard is to highlight pain points and deploy necessary resources to relieve the pain, then employees will gladly share the information we ask for.
If, on the other hand, the scorecard is perceived as a ploy to improve performance by shaming the few who don’t seem to keep up with the rest, then employees argue, cheat, and lie in attempts to withhold incriminating information. And performance won’t get better.
We must ask ourselves: why are we tracking the metrics that we have? And do our employees understand our purpose?