Yes, the lowercase is intentional. As I shared the ideas from this book with others in the office, they got excited and began to think about work differently. Annual review time is completely inadequate as a primary evaluation method for a successful business.
The purpose of this book is to encourage companies to find new methods of measuring performance or ”scorekeeping”. In creating the “games”, the link shop talk has a simple list of the most important elements to focus on which are:
- Clear Objectives/Goals
- Clear Scorekeeping
- Frequent feedback
- Consistency
- Choice
If the group/team/company can accept this concept, then the next step is to come up with the new scorekeeping methods. This is not something that can just come from the “topdown”. Coming up with games/goals and rules in a vacuum would miss one of the key aspects of scorekeeping which is “feedback.” With Scorekeeping and Feedback these principles are critical to keep in mind:
- Mutually agreed to
- Quick to do/Simple
- Frequent
This was a great one-time read and an outstanding jumping off point for a discussion group. I would strongly recommend this as a starting point to improving the performance of teams.
