presentation performance management

Free Performance Management Presentation Template

Identify the target audience for the presentation, research on the current issues and opportunities in performance management, outline the main points to be covered in the presentation.

1 Performance appraisal
2 Setting SMART goals
3 Employee feedback
4 Recognition and rewards
5 Performance improvement plans

Design the structure of the presentation template

3 Problem-Solution
4 Comparative
5 Chronological

Identify relevant examples or case studies for the presentation

1 Company X's performance management success
2 Case study on employee goal-setting
3 Example of effective feedback process
4 Recognition program impact at Company Y
5 Performance improvement plan case study

Create preliminary draft of the presentation template

Approval: supervisor review of the draft.

Create preliminary draft of the presentation template Will be submitted

Incorporate feedback and revise the preliminary draft

Select appropriate graphics and images to support the content of the presentation.

1 Charts and Graphs
2 Infographics
3 Icons and Illustrations
4 Photographs
5 Animations

Create a visually appealing and informative PowerPoint slide design

Review and proofread the content of the slides.

1 Check for spelling errors
2 Verify content accuracy
3 Ensure slide order is logical
4 Review slide transitions
5 Check consistency in font and style

Test the template by performing a mock presentation

Approval: team review of the mock presentation.

Test the template by performing a mock presentation Will be submitted

Finalize the presentation template based on feedback received

Prepare handouts or supplementary materials if necessary.

2 Resource Guides
3 Checklists
4 Case Studies
5 Templates

Approval: Manager Final Review of the template

Finalize the presentation template based on feedback received Will be submitted

Create final version of the template after approval

Prepare guidelines on how to use the template, secure necessary copyrights or permissions for the template, share the final performance management presentation template, take control of your workflows today., more templates like this.

Performance Management System Presentation Templates

Implementing an effective performance management system is crucial for organizations aiming to enhance employee productivity, engagement, and development. Whether presenting to HR professionals, managers, or executive leadership, a well-structured presentation is essential for communicating the objectives, components, and benefits of the performance management system.

Prezent's Performance Management System Presentation Template offers a comprehensive framework to outline key elements such as goal setting, performance evaluation criteria, feedback mechanisms, and employee development plans. With professionally designed slides, focus can be directed towards explaining the performance appraisal process, highlighting best practices for performance coaching, and showcasing tools or technology used for performance tracking. Whether implementing a new performance management system or improving an existing one, this template empowers with actionable insights and facilitates informed decision-making to drive employee performance and organizational success.

Download our editable performance management system ppt templates

Template 1: Performance Management System

Our compelling storylines are the secret of instant presentation building. Try yourself for free. Simply download and use the template or build one yourself with Prezent's free trial.

Tips for crafting an effective performance management system presentation

Alignment with Organizational Goals

Highlight how the performance management system aligns with organizational goals and objectives, ensuring that employee performance is directly linked to achieving the company's mission and vision.

Clarity in Expectations

Emphasize the importance of clear expectations and performance standards within the system, ensuring that employees understand what is expected of them and how their performance will be evaluated.

Continuous Feedback Culture

Promote a culture of continuous feedback within the performance management system, encouraging regular check-ins between managers and employees to provide ongoing support, guidance, and recognition.

Data-Driven Decision-Making

Showcase how the performance management system leverages data and analytics to drive decision-making, identifying trends, patterns, and areas for improvement to inform strategic workforce planning and development initiatives.

Employee Development Opportunities

Highlight the role of the performance management system in identifying employee strengths and areas for development, providing opportunities for training, coaching, and career advancement to support professional growth and retention.

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Performance Management Training

This sample presentation is intended to be presented to supervisors and other individuals who manage employees. It is designed to be presented by an individual who is knowledgeable about performance management. This is a sample presentation that must be customized to include and match the employer’s own policies and practices.

For the best experience, download this presentation using Google Chrome.

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Performance Management

Using real-world examples and best practises, uncover what performance management is and why it is important.

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

March 14, 2022 · updated July 31, 2024

17 minute read

Increasingly, organizations are understanding that their management systems must be brought into the 21st century if they are going to be competitive in the current market.

Research shows that previous systems, such as yearly appraisals, are outdated and can even serve to decrease employee engagement and motivation. In light of this, more companies are turning to performance management than ever before.

This dynamic and strategic approach to developing improved performance in employees is gaining ground in companies large and small, including many Fortune 500 and industry-leading organizations.

What is performance management?

The importance of performance management, the purpose and goals of performance management, the benefits of performance management, 15 employee performance management best practices, 5 real-world examples of performance management, what is the difference between performance management and performance appraisals.

Performance management is a strategic approach to creating and sustaining improved performance in employees, leading to an increase in the effectiveness of companies.

By focusing on the development of employees and the alignment of company goals with team and individual goals, managers can create a work environment that enables both employees and companies to thrive.

Based on the definition of performance management, a system is built within an organization to measure and improve the performance of the people in that organization.

In practice, performance management means that management is consistently working to develop their employees, establish clear goals, and offer consistent feedback throughout the year.

In contrast to other systems of reviewing employee performance, such as yearly performance appraisals , employee performance management is a much more dynamic and involved process with better outcomes.

For the Human Resources department, performance management is an important system for onboarding , developing and retaining employees, as well as reviewing their performance.

It is increasingly understood that a yearly performance appraisal system does not effectively engage employees, fails to consistently set and meet company objectives, and does not result in a strong understanding of employee performance.

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Why is performance management important?

In any organization, no matter the size, it is important to understand what your employees are doing, how they are doing it, and why they are doing it.

Without a system in place to define roles, understand individual strengths and weaknesses, provide constructive feedback , trigger interventions and reward positive behavior, it is much more difficult for managers to effectively lead their employees.

Smart organizations pair their performance management with an incentive management process. The two systems have a lot in common, from defining roles and setting goals to reviewing and rewarding employee behavior, and as such, do very well when run simultaneously. Using incentive management also means that the all-important ‘reward’ step of performance management is done properly.

Talent management is an important part of every organization. Three of the main problems that organizations face are:

keeping employees engaged
retaining talent
developing leaders from within

These are the issues that performance management very effectively targets.

1. Keeping employees engaged

Engagement of employees is a focus of any management team. In a yearly appraisal system, goals would be given at the beginning of the year and then revisited 12 months later to see if they had been met. This long stretch of time without feedback or check-in is an almost certain engagement killer.

In fact, 94% of employees would prefer their manager gives them feedback and development opportunities in real-time, and 81% would prefer at least quarterly check-ins with their manager, according to the Growth Divide Study .

The graph displays the difference between traditional performance management vs everyday performance management. The difference is 3-5% vs 39% impact on the performance.

Studies show that employees do best with feedback on a monthly or quarterly basis, with regular check-ins serving as a zone to problem solve, adjust goals as necessary, and to refresh their focus on the goal. In fact, companies where employees meet to review goals quarterly or more frequently are almost 50% more likely to have above-average financial performance.

When surveyed, employees had some negative feelings about a yearly appraisal system:

62% of employees feel that their performance review was incomplete
48% did not feel comfortable raising issues with their manager in between performance reviews
61% feel that the process is outdated
74% feel that they would be more effective with more frequent feedback
68% of executives don’t learn about employee concerns until the performance review

All of this adds up to a lot of missed opportunities to solve problems and increase employee performance and engagement.

As employee engagement rises, nine key performance indicators show successful outcomes. Absenteeism, turnover, shrinkage, safety incidents, patient safety incidents and defects in quality are lessened by at least 25%, and often more, across the board. Customer experience, productivity and profitability all show positive outcomes.

This study, by Gallup , was conducted across a broad range of industries, showing that employee engagement is a critical factor, no matter the industry.

the graph displays how employee engagement affects key performance indicators (KPI's). Negative and positive effects.

2. Retaining talent

Employees who have frequent meetings with management to discuss performance, solve problems and receive training are more likely to stay with the company.

If employees see that their management team is putting in the work to develop them professionally, help them succeed with their goals, and reward performance on a consistent basis, then they are more incentivized to both stay with the company and work harder.

3. Developing leaders from within

This consistent development and partnership between managers and employees allow for the development of leaders from within the company.

Recruiting costs can be extremely high, as are costs for onboarding and training new employees. To be able to groom leaders from within the company means that there is already a proven culture fit with this individual and that training costs and resources spent developing this person into an asset are not lost.

This leadership path also serves as a motivating force for employees, who can see that their hard work will be rewarded with promotions and other benefits.

Performance management also creates a need for management to consistently focus on company objectives and goals, and to consider how best to achieve them. This continual revisiting of goals means that they are more likely to stay relevant, as goals will be adjusted in light of new technology, changes in the market, or other factors throughout the year.

According to Forbes , ‘companies that set performance goals quarterly generate 31% greater returns from their performance process than those who do it annually, and those who do it monthly get even better results.’

The purpose of performance management is to give both managers and employees a clear and consistent system within which to work that, in turn, will lead to increased productivity.

This system shows employees the pathway to success, allows for the measuring of performance coupled with feedback and offers training and development opportunities.
Performance management allows management to understand what their employees are doing and track progress on company objectives while providing consistent feedback.

There are five main objectives of performance management:

Develop clear role definitions, expectations and goals
Increase employee engagement
Develop managerial leadership and coaching skills
Boost productivity through improved performance
Develop a performance reward program that incentivizes accomplishment

These performance management goals show a clear path from the developing of goals to the rewarding of increased accomplishment. If one of these performance management objectives is not done well, then the others will suffer as a result.

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Performance management has a multitude of benefits for employees and managers, as well as for the company as a whole. If a company can successfully create an environment of engagement where customers are equally engaged by employees on the front line, their outcome is even better.

240% boost in performance-related business outcomes.

When organizations successfully engage their customers and their employees, they experience a 240% boost in performance-related business outcomes compared with an organization with neither engaged employees nor engaged customers. – Gallup

Having well-defined roles and performance standards makes hiring an easier process, as candidates know what is expected of them, and HR can more easily understand if a candidate is a right fit for the role.
Those well-defined roles and standards make training easier, as trainers know exactly which areas need to be covered, and which information is nonessential.
Consistent developing and revisiting of goals ensure that the organization keeps up with changing market forces easily, and reacts quickly as a whole, regardless of the size of the organization.
Clear expectations and roles set employees up for achieving goals from the start, providing a springboard to success.
Employees who feel that their company is invested in their success stay with their companies, increasing employee retention.
Consistent feedback and coaching from managers lead directly to increased engagement from employees while developing the ability to provide good coaching and feedback leads to more skilled managers.
As employees become more skilled, they can move up through the company, creating a leadership pipeline.
Productivity will increase thanks to increased engagement, clear goals and upskilling of employees.
Employees remain incentivized to perform long-term, as they are properly rewarded for their hard work.

Employee performance management best practices

While performance management can sound deceptively simple, with just four steps as outlined above, the process itself is very complicated. That’s why we have put together this list of best practices for performance management.

Think of it like the essentials of performance management – these will help make sure that your employee performance management system is performing the way it should.

1. Identify the goals of your performance management initiatives

As you are creating your performance management program, you need to understand what you want to accomplish.

Asking the following questions can help you:

Is increased productivity a priority?
Does your organization want to identify leaders from within and develop them?
Do you want to streamline the compensation process?
Are you seeking to improve employee retention or engagement?

If you know what you want your program to do, it will be easier to build it to accomplish that goal.

2. Define and describe each role

We mentioned this above, but it bears repeating. It is much harder for an employee to be successful if they don’t know exactly what is expected from them, how they should do it, and what the end result should look like.

3. Pair goals with a performance plan

As you set goals, develop a performance plan to go alongside. Year-long goals often fail, as they are too large and employees can get overwhelmed before they start. A performance plan helps them visualize their path, making it much more likely that they will meet their goal.

4. Monitor progress towards performance targets

Review key areas of performance. Use metrics and analytics to your advantage, tracking how goals are progressing to make sure that interventions can happen early, if necessary.

5. Coaching should be frequent

The point of coaching is to help identify and solve problems before they get too big. If it’s not frequent, it’s not going to help at all. Monthly or quarterly meetings should be held to help keep employees on the right track.

6. Use guidelines to your advantage

Guidelines should be created for each role as part of the first stage of the performance management cycle. These policies or guidelines should stipulate specific areas for, or limits on, opportunity, search and experimentation. Employees do their jobs better when they have solid guidelines to follow.

7. Build a performance-aligned culture

Make sure your workplace has shared values and cultural alignment. A sense of shared values, beliefs and expectations among employees creates a more harmonious and pleasant workplace. Employees should be committed to the values and objectives outlined, and exemplified by, top management.

8. Organize cross-functional workshops

This helps employees – and managers – understand what other departments do, how they think and what their strengths and weaknesses are. They can discover something new and find new connections, which can help them in future work.

9. Management should offer actionable feedback

During these coaching meetings, tensions can arise if the feedback is not given in a constructive, actionable manner. It is not very important to look backward and point fingers, rather management should guide employees towards future success.

10. Keep it professional, not personal

Giving less-than-stellar feedback is hard on both managers and employees, it’s one of the reasons that performance appraisals tend to be a least-liked task. Managers should make sure to keep feedback professional and remember to focus on behavior, rather than characteristics.

For example, pointing out that David regularly turned in important reports late is feedback about a behavior. Saying that David is lazy, and that’s why the reports were often late is feedback about a characteristic. One of these can help an employee own their role in a project’s success (or lack thereof) and the other will make them defensive instantly.

11. It’s not only employees that need training

Management should be trained too. Coaching and offering good feedback are not easy jobs, which is why there are so many specialist coaches out there. For managers to be able to lead well, they should be trained in these skill sets.

12. Take advantage of multiple-source feedback

Ask employees to write feedback for each other. This will give management a more holistic view on employee performance, understand the challenges that teams are facing, and be able to better offer feedback.

13. Don’t depend only on reviews

While the review process is important, it is only one part of the system as a whole. Planning, coaching, and rewarding employees are equally key parts of the system.

14. Problems are not always employee-based

It can be easy to assume that problems are always caused by employees, but that simply is not the case. Problems can arise from external factors such as availability of supplies, internal processes that are causing issues, or organizational policies. Seek out the source of problems as precisely as you can in order to fix them.

15. Recognize and reward performance publicly and frequently

Management cannot expect employees to stay motivated if they are never rewarded, yet many companies overlook this key step. Make sure that employees are compensated and recognized for their hard work, and they will continue delivering for your organization.

Of course, it’s one thing to understand the theory of what performance management is, but it’s another thing to use it in a real company. Let’s take a look at some real-world examples of the performance management process in action:

It’s no surprise that Google would show up on a list of companies that use a newer, innovative system of management. This company has always been a trendsetter, and their performance management process is one that relies on data and analysis, as well as making sure that their managers are well trained.

When assessing their performance management system, Google launched a project dedicated to assessing their managers, which has led to a thorough training and future development process that sets managers, and thus employees, up for success.

They also use a system of setting goals that have caught on across multiple industries. Using their Objectives and Key Results (OKRs) system, they reframe the goal-setting process, with great results.

Another tech trendsetter, Facebook has a performance management process that puts a heavy emphasis on peer-to-peer feedback. In semi-annual reviews, they are able to use that feedback to see how well teams are performing and understand where collaboration is happening – and where it is not. They also have developed an internal software to provide continuous, real-time feedback. This helps employees solve issues before they become problems.

Cargill is a Minnesota-based food-producer and distributor with over 150,000 employees and serves to demonstrate that even huge companies can ditch unwieldy performance appraisals and institute a new system. In following the latest research on the dissatisfaction of management with outdated performance management process, Cargill created their ‘Everyday Performance Management’ system. The system is designed to be continuous, centered around a positive employee-manager relationship, with daily activity and feedback being incorporated into conversations that solve problems rather than rehash past actions.

The Everyday Performance Management system had overwhelmingly positive results, with 69% of employees stating that they received feedback that was useful for their professional development, and 70% reporting that they felt valued as a result of the continuous performance discussions with their manager.

Adobe calculated that managers were spending about 80,000 hours a year on performance reviews, only to have employees report that they left those reviews demoralized and turnover was increasing as a result.

Seeing a system that only produced negatives, Adobe’s leadership team made a bold leap into a performance management system that began by training managers how to perform more frequent check-ins and offer actionable guidance, then the company gave managers the leeway they needed to effectively lead.

Management was given much more freedom in how they structured their check-ins and employee review sessions, as well as more discretion in salaries and promotions. Employees are often contacted for ‘pulse surveys’ – a way for the leadership team to make sure that individual managers are leading their teams well. One of the many positive results of this has been a 30% cut involuntary turnover due to a frequent check-in program.

Accenture is a massive company – over 330,000 people, so changing their systems means a huge effort. When they switched to their new system, they got rid of about 90% of the previous process. Now, they are using a more fluid performance management process where employees receive ongoing, timely feedback from management. This has been paired with a renewed focus on immediate employee development and an internal app for communicating feedback.

There are common threads in all of these examples. Each company has built a system that works for them, rather than following a one-size-fits-all approach. What works for one company might not work for another – it depends on the industry, the speed and flexibility of the company, and the overall goal of the system itself.

With similar names and purposes that sometimes align, it is no surprise that some people find it hard to spot the difference between performance management and performance appraisals.

In fact, performance appraisals are often part of the performance management process , although some companies still rely on performance appraisals alone.

An easy way to understand the difference between the two is that performance appraisals are reactive, and performance management is proactive.

A performance appraisal looks at all of the past actions of the employee within a set amount of time , and rates how well they performed in their role and how many goals they met.

Performance management looks at the present and future of the employee, and what can be done to help future performance and meet future goals . Performance management is focused on the development and training of an employee, and how that can benefit both the employee and the company.

A performance appraisal is a formal, operational task, done according to rigid parameters and in a quantitative manner. HR leads performance appraisals, with input from management. Performance management is much more informal and strategic, led by management with input from the employees in a more flexible manner.

Performance Management	Performance Appraisal
Proactive	Reactive
Forward looking	Backwards looking
Led by supervisors and management	Led by HR with some management input
Flexible	Rigid
Strategic	Operational
Ongoing	Once a year
Does not use ratings or rankings	Uses ratings and rankings

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Performance management PowerPoint Presentation Templates and Google Slides

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Performance Management Systems PowerPoint Template

The Performance Management Systems PowerPoint Template is a continuous improvement presentation deck. This concept encapsulates key elements of human resources and organization’s vision. These may include, communication, staff training, acknowledgment of good performance, benefits, goals setting, and real-time feedback. The presentation of performance management system contains 12 slides of agenda presentations and concept diagrams. These slides will let you present performance management system strategies and policies through appealing visuals and create a performance improvement plan presentation from a 100% editable template.

The performance management systems are designed for optimizing business performance by setting individual and team goals aligned with organization’s goals. These systems include planning methods to achieve performance goals, assessments, and development of knowledge, skills, and expertise of team.

Organizations use performance management systems for number of reasons. For business itself, it will help increase profit margins by reducing staff turnover or developing advancing organizational objectives. Likewise for individuals, guidance through a career path, progressive feedback, and achieving SMART goals. An effective performance management system is a continuous cycle. Here, the performance reviews and exchange contributes to significant changes. This system leads to result-oriented performance delivery.

The Performance Management Systems PowerPoint template is a pre-explanatory slide deck with could be as learning material. However, you can easily edit the text placeholders for business-focused textual content. This presentation template includes diagrams for performance management system topics. For example, performance management policies, objectives and standards, appraisal process and its timeline, underperformance factors, rewards strategy, and training plans. You will find a range of diagram designs for these concepts to get maximum audience engagement.

The presentation of business performance management systems is a useful deck for brainstorming ideas before its implementation. Since every business operates differently yet the underlying components like planning, collaboration, and evaluation are the same.

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What Is Performance Management?

How It Works
Common Steps

The Bottom Line

Business Leaders

Performance Management: Definition, Purpose, Steps & Benefits

Yarilet Perez is an experienced multimedia journalist and fact-checker with a Master of Science in Journalism. She has worked in multiple cities covering breaking news, politics, education, and more. Her expertise is in personal finance and investing, and real estate.

Investopedia / Jiaqi Zhou

Performance management is a tool that helps managers monitor and evaluate employees' work. The goal of performance management is to create an environment where people can perform to the best of their abilities and in alignment with the organization's overall goals. Performance management is widely used in both the private and public sectors.

Key Takeaways

Performance management is intended to help people perform to the best of their abilities in alignment with the organization's goals.
It views individuals in the context of the broader workplace system and encourages their input in goal-setting.
Performance management focuses on accountability and transparency and fosters a clear understanding of expectations.
Rather than just annual performance reviews, performance management provides ongoing feedback to employees.

How Performance Management Works

A formal performance-management program helps managers and employees see eye-to-eye about expectations, goals, and career progress, including how an individual's work aligns with the company's overall vision.

It helps direct the funds allocated as a part of the company's performance budget . Generally speaking, performance management views individuals in the context of the broader workplace system. In theory, companies seek the absolute performance standard , even though that is considered to be unattainable.

Performance-management programs use traditional tools such as setting and measuring goals, objectives, and milestones. They also aim to define what effective individual performance looks like and develop processes to measure it. However, instead of using the traditional paradigm of year-end reviews, performance management turns every interaction with an employee into an occasion to learn.

Managers can use performance management tools to adjust workflow, recommend new courses of action, and make other decisions that will help employees achieve their objectives. In turn, this helps the company reach its goals and perform optimally.

Percentage of workers who very strongly agreed with the statement "My manager includes me in goal setting" in an August 2023 Gallup survey.

For example, the manager of a sales department can give staff members target revenue volumes that they must reach within a set time period. In a performance management system, along with the numbers, the manager would offer guidance gauged to help the salespeople succeed.

Focusing on continuous accountability creates a healthier, more transparent work environment, and emphasis on regular meetings can improve overall communications. Because performance management establishes concrete rules, everyone has a clearer understanding of the expectations.

When expectations are clear, the workplace is less stressful. Employees are not trying to impress a manager by doing some random task, and managers aren't worried about how to tell employees that they are not performing well. If the system is working, they probably know it already.

Common Steps in Performance Management

Although off-the-shelf performance-management software packages exist, templates are generally customized for a specific organization's needs. Typically, effective performance-management programs include certain universal elements, such as:

Aligning employees' activities with the company's mission and goals. Each employee should understand how their job contributes to the company's overall goals. Supervisors and employees together should define a job's duties.
Developing specific job-performance outcomes. Through performance management, employees should understand: What goods or services does my job produce? What procedures does my job entail? What effect should my work have on the company? How should I interact with clients, colleagues, and supervisors?
Creating measurable performance-based expectations. Employees should have the opportunity to give input into how success is measured. The expectations can include results, which are the goods and services an employee produces; actions, which are the processes an employee uses to make a product or perform a service; and behaviors, which are the demeanor and values an employee demonstrates at work.
Defining job-development plans. Employees should have a say in what types of new things they learn and how they can use that knowledge to the company's benefit.
Meeting regularly. Instead of waiting for an annual performance appraisal , managers and employees should engage actively year-round to evaluate progress.

Benefits of Performance Management

Advocates of performance management maintain that it not only helps organizations attain their goals but also makes work more fulfilling for individual employees, with the bottom-line benefit of improved worker retention.

For example, workers often feel blindsided by negative annual performance reviews. While performance management may also incorporate annual reviews, the ongoing feedback that managers provide throughout the year should result in fewer unpleasant surprises.

As the polling firm Gallup, which conducts worldwide surveys on workplace issues, puts it, effective performance management requires "managers to think of themselves as coaches, not bosses. And when managers have timely, performance-related conversations that reflect this principle, manager-employee interactions feel encouraging, engaging, and rewarding in ways that annual reviews do not."

The benefits can also extend outside the organization, with studies showing that performance management often produces greater customer satisfaction.

What Is Management by Objectives vs. Performance Management?

Somewhat similar to performance management, management by objectives (MBO) is a corporate leadership model that attempts to align employees' goals with those of an organization. It is often broken down into five basic steps: defining objectives, communicating those objectives to employees, monitoring employees' progress, evaluating their performance, and rewarding their achievements.

Like performance management, MBO encourages (in theory at least) employee participation in goal-setting. However, MBO is frequently criticized as being too rigid and so focused on goals that employees and managers are driven to meet them no matter how they do so. According to an article in the January 2003 Harvard Business Review , MBO is "an approach to performance appraisal that's gone out of fashion for the most part."

What Is the Difference Between Performance Management and Performance Appraisal?

In performance management, supervisors provide ongoing feedback to employees. Performance appraisals, on the other hand, tend to provide feedback looking back over a certain period, often a year. Companies that practice performance management can include an annual performance review as part of their process, so the two aren't mutually exclusive.

What Are SMART Goals?

SMART goals are part of a goal-setting system and philosophy used by many companies and other organizations, as well as by individuals. Following the SMART acronym, it advocates creating goals that are specific, measurable, achievable (or attainable), relevant, and time-bound.

Performance management, done properly, can have benefits for organizations and their employees alike. The key is employee involvement and regular, productive feedback to ensure that the employee is continuously evolving in a positive direction, which helps their career and the company's success.

Gallup. " Leadership & Management ."

U.S. Office of Personnel Management. " Good Performance Management Aids Retention and Productivity ."

Harvard Business Review. " Management by Whose Objectives? "

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A Quick Guide to the MoSCoW Method Technique

January 12, 2022 - 10 min read

The MoSCoW method is a prioritization technique used by project and campaign managers to work smarter not harder. In this quick guide, we’ll explain exactly what the MoSCoW method is, how it works, and provide some examples you can use to inform your own analysis. Keep reading to better understand the various categories within the MoSCoW method, as well as an alternative prioritization tool for project managers.

What is the MoSCow method?

The MoSCoW method is a technique used by organizations to communicate the importance and priority of the various requirements being met in various projects. This method is also referred to as MoSCoW prioritization and MoSCoW analysis.

The term MoSCoW is an acronym that refers to the first letter of each of the four priority categories. It uses four categories, which are must-have, should-want, could-have, and will not have. While it’s meant to be used at the start of a project when time is on your side, it can also be adapted to work seamlessly for time constraints .

Software developer Dai Clegg originally created the MoScoW method. Since then, many other leading companies have used it to get their team on the same page, properly distribute resources, and achieve project goals.

How does the MoSCow technique work?

The MoSCoW technique works by allowing teams to include multiple representatives from the organization in their project management discussions. This gives everyone a wider perspective on the organization's operations and where their collective priorities lie.

Before you begin your MoSCoW method, think about which people can provide valuable context for your team. They can help you identify opportunities and threats, and they can help you make better decisions. Once finalized, the MoSCoW method will also force stakeholders to show evidence before they can submit additional work requests mid-project.

Critics of MoSCoW often say that it does not include a comprehensive objective scoring system for all initiatives. This is a common mistake that many teams make. A weighted scoring method will more accurately measure the backlog against a set of predefined benefits and costs.

One of the most challenging aspects of the MoSCoW technique is learning which categories their initiatives should go in. As the manager, you will need to know which of your team's initiatives are “must haves” for their product or which are merely “should haves”.

You may even need to solicit feedback from a different department in order to get greater perspective on your current project prioritization. For example, a marketing department head may have greater insight into which selling points for your upcoming product launch are resonating more with buyers so that you can work on perfecting those components first.

Another key idea about how the MoSCoW technique works is that it’s only effective if you follow it. This means that, once an initiative is placed into a category, the entire team needs to stick to that decision. Many beginner MoSCoW teams end up agreeing that an initiative should have been initiated, but they move on to the next step instead because it feels better or more familiar to them.

Finally, when it comes to making decisions about prioritization, your team will need to have a consistent framework in place before you engage with this technique. A consistent framework for assessing and ranking all initiatives is critical if you want to avoid biases and falling into old patterns.

Your team’s prioritization strategy helps set expectations across the organization. It lets them know that they have made the right decisions and weigh all the factors that go into making those decisions. Don’t be afraid to make your MoSCoW method results available to the rest of your organization if applicable.

Understanding MoSCow prioritization categories

Before the MoSCoW analysis can begin, all participants need to agree on which initiatives will be prioritized. It's important to discuss how to resolve disagreements in order to prevent them from holding up progress during this preparation stage. This can help prevent issues from happening in the first place.

Once the framework has been established, it is time to start identifying the appropriate categories for each project. Here are the definitions and explanations of each of the MoSCoW prioritization categories:

Musts are defined as initiatives that are critical to the success of a project or product. These are usually non-negotiable and can be used to describe specific functionalities or solutions that need to be implemented.

The “must have” category is challenging to define. Before you start, ask yourself if something is truly necessary in this category.

Should have

Although “should have” initiatives are not essential to a product or project, they may add significant value. A “should have” initiative is different from a “must have” initiative, which means it can be scheduled for a future release.

“Could haves” are initiatives that are not necessary to the core of a product. Projects that are placed in the “could have” category are often the first ones to be deprioritized when another project takes longer than expected.

Will not have

The MoSCoW method places several initiatives in a “will not have” category. This method allows you to manage expectations about what will not be included in a release or another timeframe.

Putting initiatives in the “will not have" category can help prevent scope creep . This category shows the team that the project is not a priority at this specific time frame.

Some initiatives are prioritized in the “will not have” group, while others are likely to happen in the future. Some teams then decide to create a subcategory for these initiatives.

How is the MoSCoW method used in project management?

The concept of MoSCoW allows project managers to prioritize tasks that can be done efficiently even when they have limited time. For example, if the team has a tight budget, it can use MoSCoW to determine which initiatives can be completed within those limitations.

This is especially useful for managers juggling more than project or leading cross-functional teams. This is because cross-functional teams are sometimes obligated to another company or department’s priorities. While your team is working on a new product release, another project manager may have them on a tight timeline for another client’s goal.

And, as we all know, things come up throughout the lifespan of a project. Although efficient planning helps teams remain agile, the MoSCoW method can make even the biggest and most unexpected roadblocks more manageable.

MoSCoW examples

This method can be used for nearly any industry or project type because it has to do more with project decision-making than the subject matter itself. Here are a couple of MoSCoW method examples you can use to get started with your first draft:

1. National College of Ireland’s website project

In this example from a lecture on the MoSCoW analysis, Professor Eugene O’Loughlin demonstrates how to use this technique when building a website .

The project goal in this example is to create a platform where users can securely log in and access files. Because of this, the tasks listed under their MoSCoW categories will look different from other standard website creation projects.

For example, while another project may add “have an eye-catching design” to their should-have section, this particular website has added “password retrieval” because it directly applies to their security-oriented goal.

Even if this website project could benefit from a great design, the MoSCoW method helps managers and teams laser focus on completing the highest priority activities first. If they have more time later on, they can potentially add a design improvement task to their “could haves” if they determine the ROI is high enough.

Takeaway: Consider your project holistically when assigning priority. Your goals should be your north star for determining what is or is not truly important, regardless of what conventional wisdom says to do.

2. Slideteam’s Assessing HR Requirements Template

This is one of the MoSCoW examples that shows how many different types of tasks this technique covers. Here, we see storing employee leave history as a must, leave letter printing a should, notifications for pending leave dates a could, and remote access a won’t.

In HR, many of their decisions around prioritization will be made by compliance and legal counsel that they must adhere to. Still, it’s important to define these tasks and their MoSCoW label so that employees understand at a glance that it’s less important to set up leave notifications and more important that they update employment histories in their software.

Takeaway: The MoSCoW method can be used to cover many different aspects of projects including compliance and procedure.

How to undertake a MoSCoW analysis using Wrike

Wrike is a project management software that allows users to strategize how they prioritize their portfolio of projects as well as the tasks within each individual initiative. Using visual tools such as road maps that show what progress will look like from kickoff to completion, managers can easily see which of their chosen MoSCoW analysis configurations work best for achieving their goals.

Wrike also allows you to centralize all of your project planning in one central location. You can view potential resource conflicts across projects, individual task progress statuses, and automate tasks from your should or could have categories that you otherwise wouldn’t have time for.

Ready to get started with the MoSCoW method and Wrike? Sign up for a two-week free trial today.

Maria Waida

Maria is a freelance content writer who specializes in blogging and other marketing materials for enterprise software businesses.

An Introduction to Bullet Journal Project Management

Bullet journals are great tools to destress and organize various aspects of project management. In this guide, we’re diving deep into the pros and cons of using this method to organize projects of all kinds. Keep reading to discover what bullet journal project management is and how this practice can boost productivity to new levels. What is a bullet journal? A bullet journal is a customized space to organize all of your personal projects and goals. It can also be used to track deadlines and prioritize tasks. Bullet journaling became popular thanks to the book Getting Things Done, which is about a project management technique that uses a bullet journal to manage different projects efficiently. Bullet journals are often used to create daily, weekly, and monthly project plans. They can also be home to your to-do lists, inspiration boards, and project notes. They’re relaxing to create and relatively easy to maintain. If you have multiple projects to manage, then you may want to use more than one notebook. Or you can swap your physical journal for a professional services management software that has plenty of space for storing digital plans. Software tools are also easy to customize, make collaboration easier, and help with turning the plan into reality through task creation and assignment tools. With Wrike, data from multiple users will automatically sync so that everyone is on the same page with new updates and responsibilities. If you do use a physical journal, using loose leaf paper in a binder will allow you to add pages as you go. This is useful for keeping track of all the data in one place instead of switching to additional notebooks when you run out of room. There are many elegant, decorated bullet journal page layouts out there. Many invest time into making them artistic with drawings, decorative tape, and cut-out images. This isn’t necessary for project management, but it may be a fun activity outside of work. Bullet journals can use several different layouts. The most common is a two-page spread that includes a month-long calendar on one page and a breakdown of goals for that period on the other. The latter will help you keep track of all the dates and commitments that are important to you as you get closer to starting a new project. The two-page spread makes it easy to see where you'll be working most efficiently in the coming weeks. It's ideal for people who manage multiple projects simultaneously. You can also create a view of the next six months within your bullet journal project management layout. This is called a future log. A future log is a calendar that lets you keep track of important events and dates for long-term projects. How do you use a bullet journal in project planning? Projects are essentially collections of notes and tasks that are linked to a common goal. They can be pulled together in a bullet journal for you to easily see all of the work related to that specific project. To start, you’ll need to list out your goals. Create a list that includes every project goal you or your team can think of. Sort them in order of importance. Ideally, these smaller project goals will align with your organization’s big-picture goals. Once you know what you’d like to accomplish, you can begin your bullet journal. Start by breaking down your number one goal into a project action plan. This can span days, weeks, or months. Then, break down your project action plan into individual tasks. Determine what the task is, who will be in charge of getting it done, and when it needs to be completed. After that, you’re ready to use your bullet journal for project planning. Step 1: List out your sections Number your pages if they aren’t already. At the beginning of the bullet journal, write the name of the page on the left side and the page number on the right. Step 2: Add your key You may use symbols and abbreviations throughout your project planning. Put these at the beginning of the journal either after or on the same page as your key. Use color coding to signify which symbols belong to each project if you have more than one. Step 3: Write out your future log A future log is a list of key dates and tasks that aren’t part of your immediate three-to-six month plans but are important to keep in mind. Add this after your key and leave space for other items as they come up. Step 4: Create your calendar This can be in the form of a traditional calendar page. Some people like to hand draw them. However, you can also print, cut out, and paste a blank monthly calendar page into your journal too. Step 5: Track tasks Create sections for monthly, weekly, and daily task lists. You can organize these in a few ways. Some project managers prefer to do it by project or by person. You can also create one massive list with everything you’re personally responsible for so you have it all in one place. Or use a combination of any of these for your various projects. Make sure to check in with your bullet journal weekly and monthly. Note any upcoming or past deadlines. Adjust your task list and schedule for unexpected issues as needed. The benefits of using a bullet journal for work Project managers often have a hard time keeping track of their work activities without losing track of anything along the way. This is one of the reasons why the bullet journal is so useful. Not only does it give you a roadmap of your next projects, but it’s also good for daily use. You can keep track of to-do lists, priorities, and daily reflections. You can also journal about your progress and realign with goals all in the same notebook or tool. You can also rapidly log your thoughts for the day to boost your creativity and clear out emotions that no longer serve the project. Combine your bullet journal for work with your personal goals. It will be easier to prioritize and accurately schedule tasks when you have your entire life laid out in front of you on paper. Another benefit of using a bullet journal for work is that you can either DIY a notebook or use a planner you already have. It’s not so much what you use but how you use it. And bonus: bullet journaling only takes five to 15 minutes a day. Whether it’s reviewing tomorrow’s meetings or crossing off today’s tasks, a bullet journal practice is easy to build into your schedule no matter how busy you are. The disadvantages of using a bullet journal in project management While bullet journaling project management is great for keeping track of key project details, many project managers need a separate system to manage their meetings and reports. Having more than one journal or calendar to manage at one time can be confusing. Add more than one project to the mix, and it may be counterproductive to use a traditional pen and paper bullet journal to accomplish your goals. Another disadvantage of using a bullet journal in project management is your lack of ability to collaborate with others. When writing on paper, you have to either show your team the notebook in person or scan the pages and share them online. Either way, it’s not ideal for large, remote, and/or revolving teams. The other thing to know about bullet journaling before diving in headfirst is that it can be quite time-consuming. If you do a crafty layout with calligraphy and scrapbooking accessories, then it may even take several days to finish. And once you do have your plans laid out, they can be hard to change. Rewriting, erasing, and making more space for things that come up are essential for project planning. For that reason, we suggest using an 11 inch by 7 inch grid lined notebook to give yourself extra space. Also, you can outline headlines and calendars with a pen or marker if you like the look. But stick to pencil for any factual information that is subject to change throughout the lifetime of the project. If you don’t do this now, you may end up having to scrap entire pages and start over later on. Bullet journal alternatives you should consider Bullet journals are fun, unique, and creative. But there are some projects where they just aren’t the best possible option for managing it all. The project may be too complex or too large for a single notebook. There may even be so many updates needed that a physical notebook doesn’t make sense for your project. If you’re facing any of these issues, you can try any of the following bullet journal alternatives: Digital calendar and list app combo Bulletin board, sticky notes, and shared files Project management software Project management software is the top choice for bullet journal alternatives. Not only is it flexible, but it can make project planning more productive. Wrike is the ultimate platform for customizing your own bullet journal project management processes. With over 30 predefined apps you can use to sync all your project data in one place, it's the most versatile platform for managing complex tasks. As a single source of truth for a project, team, and entire organization, project management software offers more advanced features than a simple notebook can. Instead of writing everything down on a few sheets of paper, Wrike acts like a living document. And unlike other digital organization tools, Wrike is specifically built to optimize project performance and success. Wrike's tools are designed to work seamlessly with any team. Anyone who has permission to access the project can share files and tasks quickly and easily. Once uploaded, collaborators can visually edit and obtain files. They’ll also have access to reports and tasks that are simple to understand at a glance without losing the details in the process. This allows all managers to gain visibility across departments and groups. Wrike is the ideal solution for teams that want to grow and operate efficiently with the help of cutting edge technology. For example, Wrike’s Work Intelligence helps you get started with the next generation of work, with AI-powered projects and automation. Wrike also features a streamlined UI that lets you customize its features to work seamlessly with your team. Although bullet journaling allows you to customize your project planning, you’ll be able to get and implement feedback from partners faster with a digital project tool. Here are some other stand out benefits of using a project management software over a physical or digital bullet journal: It’s interactive. For example, Wrike offers Gantt charts that lets users visualize their plans and progress. It’s efficient. Kanban boards make it easy to work seamlessly with Agile teams by creating and sharing whenever needed. It’s faster. Wrike's template library is designed to help you quickly create and manage complex projects. It’s customizable. With custom request forms, you can easily gather details for your intake, assign tasks to the right teams, and dynamically route questions and requests. It’s up to date. Wrike’s calendars are ideal for team members who want to keep up with the latest information. It’s repeatable. Most tasks go through the same steps before they are finished. In a project management solution, you build a path for yours that will automatically assign and notify people when it's ready to begin through Wrike’s Automation Engine. It’s trackable. With timers, approvals, and visual task assignments, you can manage entire teams while streamlining your work. It’s transparent. Get a 360 view across all of your organizations with custom dashboards. It’s syncable. Wrike's 400+ app integrations make it possible to integrate hundreds of apps into one central hub. It’s safe. A digital project management software can safeguard your data by enforcing rules and encryption key ownership. Ready to upgrade your project planning methods and tools? Check out Wrike’s two-week free trial for some more goal-achieving features.

What Is The Pomodoro Technique and How Does it Work?

Endless tasks and expectations from colleagues and employers can make getting things done hard. There’s always something else to add to your to-do list and, as that list grows, it starts to feel like there’s never enough time to do it all. Productivity hacks can seem gimmicky and semi-helpful at best. But what if there was a time management strategy that could help you tackle your to-do list, meet others’ expectations, and help you feel more productive and balanced? That’s where the Pomodoro Technique comes in. This popular time management strategy can help you better plan your workload, overcome distractions, and check tasks off your list. And it doesn’t require working overtime or jamming more work into your day. Instead, it encourages frequent breaks in between stints of work. Perhaps one of the best aspects about it is that it’s easy to use. We’re here to help you make your workdays better and more productive. In this guide, we’re breaking down the Pomodoro method — how to use it, why it works, and its advantages and disadvantages. And don’t worry, we’ll cover what Pomodoro means while we’re at it. Add reading this guide to your list of to-dos for today, and let’s get started. What is the Pomodoro Technique? The Pomodoro Technique is a productivity or time management method created in the early 1990s by Francesco Cirillo. A university student at the time, Cirillo struggled to focus and get his assignments done. Feeling overwhelmed, he realized he needed to try a new way of working and held himself accountable for committing to 10 minutes of focused time while studying. As he committed to the challenge, he found a tomato-shaped timer (you guessed it, Pomodoro is “tomato” in Italian), and the Pomodoro Technique was born. Cirillo wrote an entire book about the Pomodoro Technique, but the gist of it is simple. The method encourages short bursts of manageable chunks of work with breaks built in between. With this method, you work for 25-minutes sessions separated by five-minute breaks. After every four or five Pomodoros (think of these as work sessions), you indulge in a more extended break for 15-20 minutes. With a sense of urgency built into it, the method forces you to think through your to-do list and eliminate distractions while progressing on your tasks for a limited amount of time. And you can eliminate distractions knowing that you have breaks built into your day to look forward to. Let’s start by understanding what exactly the word “Pomodoro” means and where it came from. What does Pomodoro mean? Pomodoro quite literally means “tomato” in Italian. But what does a tomato have to do with time management? Like we mentioned earlier, Cirillo used a tomato-shaped timer to help him manage his focused work time. He later named his famous technique after the tomato-shaped kitchen timer that helped him do his best work. When we talk about the Pomodoro Technique, a Pomodoro also refers to one 25-minute focused work session. You’ll use a timer to work for one Pomodoro. Get it? Don’t worry — we’ll walk you through the nitty-gritty of how to use the Pomodoro Technique next. How to use the Pomodoro Technique One of the best parts of the Pomodoro Technique is that it’s super simple to use without any training. Depending on who you ask, these steps may vary slightly. But that’s one of the best parts about the method — you can customize it. Here’s how Cirillo’s Pomodoro method works: 1. Make a list of the tasks you need to accomplish To make the best use of your Pomodoro sessions, consider starting your day by creating a to-do list and outlining the tasks you need to accomplish. Don’t panic if your list becomes lengthy! Remember, you’re going to split up your work so that it’s more manageable throughout the day. You just need to make a note of what you need to accomplish today. Tip: When you make a list of your tasks, think about how much time you need to complete each task. For example, one task might take you a full 25-minute Pomodoro. Or you might have three short tasks that you can group during one Pomodoro. Write down how many minutes each task will take. That way, you can pair up tasks that will take less than 25-minutes to complete. Your estimations don’t have to be perfect, but you want to avoid having gaps of time to fill or going past time during your Pomodoro sessions. 2. Set a timer for 25 minutes You don’t have to mimic Cirillo exactly and use a tomato-shaped kitchen timer, but to live the complete Pomodoro Technique experience, give a real timer a try. It doesn’t matter if you use a virtual or physical timer; any will do. Here are a few options to choose from when selecting a Pomodoro Technique timer: Pomodoro tomato timer Online tomato timer Focus Keeper app Pomodoro Timer Lite app The timer you use doesn’t need to be overly cumbersome or have any fancy capabilities, so don’t get caught up in the details. Keep it simple to make it most effective. 3. Focus on your tasks until the timer goes off This is the tricky part. Once you’ve set your timer, you need to work on the task or tasks you’ve chosen for 25 minutes without any interruptions throwing you off track. Combating distractions is no easy feat, and it may take practice to nail this step. Tip: If possible, alert those around you when you’re using the Pomodoro method. This can help reduce interruptions and external distractions. If you find yourself with spare time during a Pomodoro and aren’t sure what to focus on, Cirillo recommends taking advantage of the opportunity for overlearning. Use the time to make improvements and tidy up your work, reflect on the tasks you completed, or make a note of what you’ve learned until the timer goes off. Use the 25 minutes as best you can and avoid starting your break early if possible. 4. Enjoy a short break for five minutes You made it! Time is up and you can enjoy a break for five minutes or so. Consider using this time to use the restroom, grab a snack, or fill up your water bottle. Give your eyes a break and try to limit screen time if you can. Get up and stretch your legs or move your body around. Taking care of your well-being will help you stay motivated throughout the remainder of the day. 5. Repeat steps the first four steps Are you getting the hang of it? Rinse and repeat the above steps. After you’ve completed four Pomodoros, skip step four and jump straight to step six. 6. After every four or five Pomodoros, enjoy a more extended break You’ve earned it! Enjoy a longer, restorative break this time. Take 15-20 minutes to rejuvenate yourself. Maybe it’s time for breakfast or lunch. Or perhaps you want to spend a few minutes outside in the sun. Whatever the case may be, use your break wisely and prepare to jump into more Pomodoros after the break. That’s it. The Pomodoro Technique is an easy-to-use system, which means there isn’t much of a learning curve to start using it to your advantage. Does the Pomodoro Technique work? It sounds simple, right? That means you might be asking yourself whether the Pomodoro method truly works or not. Reviews of the method spread amongst the internet suggest that many have seen success when using the technique. One person found that the Pomodoro Technique was a great solution for monotonous tasks on the to-do list. Knowing that they only needed to work on a task for 25 minutes encouraged them to get started on those dreaded, tedious to-do’s. Another person found success using the Pomodoro Technique and later adapted the method to fit their specific needs. The Pomodoro Technique helped them define a practice of self-discipline to expand on and boost productivity. But what is it about the Pomodoro Technique that makes it work? Studies suggest that brief mental breaks help keep you focused. Frequent distractions rob us of productivity at work, but the Pomodoro method helps eliminate distractions for more focus in the workplace. As with any time management strategy, what works best for some may not work well for others. Give the Pomodoro Technique a try and tailor it to your individual needs to ensure it has the most payoff for you. The advantages and disadvantages of the Pomodoro method As with any time management strategy, the Pomodoro Technique has both benefits and drawbacks to consider before experimenting with it. Let’s take a look at both, starting with the advantages. Advantages of the Pomodoro Technique Break the habit of multitasking When you follow the Pomodoro Technique, you’ll break the habit of multitasking. While multitasking might seem like a great way to get more done, it’s distracting and actually hinders your productivity. With the Pomodoro method, your goal is to dedicate your focus to any given task at hand — and save the rest of the items on your to-do list for another Pomodoro. Reduce or prevent feelings of burnout Looking at your neverending to-do list can feel overwhelming and stressful, and working through that list without a strategic plan in place can cause feelings of burnout. The Pomodoro Technique not only encourages frequent breaks but it builds them directly into your schedule for you. You can reduce or prevent stress and burnout by taking full advantage of your breaks when you have them. Reduce procrastination We all procrastinate now and then, but the Pomodoro Technique ignites a sense of urgency in the day, which reduces or eliminates procrastination. There isn’t any time to scroll through your favorite social media platform, grab another snack, stare out the window, or engage in another distraction when you know you only have 25 minutes to complete a task. (Don’t beat yourself up — we’re all guilty of these things!) Disadvantages of the Pomodoro Technique Some tasks take more than 25 minutes The Pomodoro method is said to be beneficial for tasks like writing, coding, and studying. It also comes in handy when needing to work through some monotonous to-dos like cleaning out your inbox or digging into some administrative items. But some tasks are bound to take more than 25 minutes to complete, which means the Pomodoro Technique may not always work for every type of project or task. If you’re in the middle of a project and are in a solid flow state, you might want to keep working past the 25-minute timer mark, which will interrupt all subsequent Pomodoro scheduling. You know your work styles and productivity best, so you’ll be in charge of making the judgment call on whether you need to work past the timer’s buzz. Meetings could interfere with your Pomodoro planning The Pomodoro method sounds particularly beneficial to those who have full control over their schedules. But many career professionals are bound to be interrupted by planned and unexpected meetings. Your meeting schedule could interfere with how you plan your Pomodoros or could interrupt you in the middle of a Pomodoro session. Every time management strategy comes with advantages and disadvantages, and no method is guaranteed to be one-size-fits-all. Since the Pomodoro method is easy and comes without cost, consider giving it a try to see if it works for you. Remember, you can always tweak it to suit you best. How to use Wrike to plan your Pomodoros To set yourself up for success when using the Pomodoro Technique, you’ll want to have a to-do list prepared. A project management tool like Wrike can help you organize your tasks so that you can dive right into your Pomodoros (without wondering what you should start with). With Wrike, you can: Manage and prioritize your work Use templates to organize and break your projects down into manageable tasks Track your time to understand how you’re spending it Manage workloads with resource management capabilities You’re on your way to a more productive workday. Start your free trial of Wrike and begin planning your Pomodoros today.

Moore’s Law and the Productivity Problem

As the year draws to a close, developing strategies for how to be more productive and finish the year off strong is on every team’s mind — regardless of department or industry. According to a study by California-based management platform Redbooth, the month of the year that we are at our most productive is October, followed by November, then September. The fall provides a feeling of a new start for many businesses, with the desire for shiny new productivity tools and aids bringing us back to our school days. But, while a new pencil case or a multi-colored pen can work wonders, today’s organizations are looking to much more sophisticated tools to boost their productivity. Note-taking apps, instant messaging platforms, virtual to-do lists, calendar tools — our desktops are overflowing with software designed to make us our most productive selves. But, with so many conflicting apps clouding our vision, it can often be difficult to get anything done at all. So, why are we so inclined to constantly invest in new technology, believing it will exponentially increase our productivity levels? This concept is commonly referred to as Moore’s Law, and it’s important to understand it if you’re concerned about your team’s or your own productivity levels. What is Moore’s Law? Let’s start off with a simple enough question: what is Moore’s Law? The origins of Moore’s Law lie in IT and computer hardware. It is the principle that the speed and efficiency of a computer can be expected to double every two years, while the cost decreases by half. Moore’s Law is named after Gordon E. Moore, the co-founder of Intel, who made this observation of exponential growth in 1965. You will have no doubt experienced Moore’s Law for yourself over the last decade, as the need to purchase a new phone or laptop normally begins to creep up every two years or so. While the technical capabilities of your gadget will have grown hugely, the price largely remains standard. We then begin to fall into a cycle of purchasing new technology as a habit, stretching our view to include phones, computers, exercise aids, entertainment systems, and, yes, productivity tools. Moore’s Law and endless productivity tools Of course, Moore’s Law has huge benefits for the technologically-driven society that we live in. The standards of the technology that we rely on can even be linked to Moore’s Law. The overarching idea of Moore’s Law — that speed, efficiency, and cost-effectiveness of technology is constantly evolving at a rapid pace — could apply to productivity tools and solutions. The need to update and reinvest in the ever-growing ecosystem of productivity tools and software every few years sees many teams losing themselves to too many apps. In 2015, the average number of cloud applications per company was 73. In 2020, that number had increased to 163. So much so, that 56% of IT executives are now reporting having to use manual spreadsheets to keep track of all their SaaS apps — defeating their productivity goals before they’ve even started. This concept is commonly known as ‘SaaS sprawl,’ a term that refers to the dilemma of an organization’s tech stack being so expansive that it becomes unmanageable and causes visibility problems across departments. $40 billion is estimated to be spent on unused software each year, and the number of apps we are downloading continues to rise. Many teams believe themselves to be more productive than ever, when really, spending so much time flicking between apps, tools, and software stifles creativity and raises burnout to an all-time high. How your team can effectively invest in productivity If your organization has fallen foul to overindulgence in productivity tools and gadgets, don’t worry. There are plenty of ways to empower your teams and teach them how to be more productive without overwhelming themselves with dozens of productivity platforms. Consider toxic productivity The concept of toxic productivity relates to an unattainable desire for increased productivity, at the expense of other priorities, such as family or health. Toxic productivity is a real issue for many teams, especially if both our personal and work devices are overrun with technology that is constantly drawing us back to working mode. Consider whether your team could benefit from a digital detox of work-related technology, and set boundaries for after-hours work communication. Turn your attention to other methods of increasing productivity There are plenty of ways to increase productivity and wellbeing at work that have nothing to do with technology. For example, has your organization invested in a flexible work structure, allowing employees to choose where they work best? Could your business go the extra mile and trial a four-day workweek? Could your employee recognition programs use some extra love? These are all areas to consider when brainstorming how to be more productive across the board. Making the most of all-in-one technology like Wrike Of course, technology will always be a cornerstone of a successful business, and continuing to use productivity tools in some way at work is non-negotiable. But which tools should you invest in? What are the most important features of work management software that can actually increase productivity by up to 40%? Workflow automation: With Wrike’s custom request forms and automated task assignment, your team will never miss important tasks and details because of a cluttered workspace. App integration: Using so many apps can be tiresome and inefficient, with details and updates often being missed by team members. Wrike’s work management includes over 400 app integrations, so the constant context switching can stop. Single source of truth: Trawling through emails and messaging apps to find important documents and updates is time-consuming and frustrating for teams. Keeping everything organized in one centralized hub, where users can comment, edit, and give feedback, is a life-saver for teams who wish to be more productive. Collaborative features: Whether your team works in-office, remotely, or under a hybrid model, breakdowns in communication are one of the most common challenges to successful projects. Wrike’s collaborative features, including @mentions, real-time editing, and email and chat app integrations means that your team all have the same view, no matter where they are. Want to know more about how Wrike can boost your team’s productivity? Try out a free two-week trial today.

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MoSCoW Prioritization

What is moscow prioritization.

MoSCoW prioritization, also known as the MoSCoW method or MoSCoW analysis, is a popular prioritization technique for managing requirements.

The acronym MoSCoW represents four categories of initiatives: must-have, should-have, could-have, and won’t-have, or will not have right now. Some companies also use the “W” in MoSCoW to mean “wish.”

What is the History of the MoSCoW Method?

Software development expert Dai Clegg created the MoSCoW method while working at Oracle. He designed the framework to help his team prioritize tasks during development work on product releases.

You can find a detailed account of using MoSCoW prioritization in the Dynamic System Development Method (DSDM) handbook . But because MoSCoW can prioritize tasks within any time-boxed project, teams have adapted the method for a broad range of uses.

How Does MoSCoW Prioritization Work?

Before running a MoSCoW analysis, a few things need to happen. First, key stakeholders and the product team need to get aligned on objectives and prioritization factors. Then, all participants must agree on which initiatives to prioritize.

At this point, your team should also discuss how they will settle any disagreements in prioritization. If you can establish how to resolve disputes before they come up, you can help prevent those disagreements from holding up progress.

Finally, you’ll also want to reach a consensus on what percentage of resources you’d like to allocate to each category.

With the groundwork complete, you may begin determining which category is most appropriate for each initiative. But, first, let’s further break down each category in the MoSCoW method.

Start prioritizing your roadmap

Moscow prioritization categories.

1. Must-have initiatives

As the name suggests, this category consists of initiatives that are “musts” for your team. They represent non-negotiable needs for the project, product, or release in question. For example, if you’re releasing a healthcare application, a must-have initiative may be security functionalities that help maintain compliance.

The “must-have” category requires the team to complete a mandatory task. If you’re unsure about whether something belongs in this category, ask yourself the following.

If the product won’t work without an initiative, or the release becomes useless without it, the initiative is most likely a “must-have.”

2. Should-have initiatives

Should-have initiatives are just a step below must-haves. They are essential to the product, project, or release, but they are not vital. If left out, the product or project still functions. However, the initiatives may add significant value.

“Should-have” initiatives are different from “must-have” initiatives in that they can get scheduled for a future release without impacting the current one. For example, performance improvements, minor bug fixes, or new functionality may be “should-have” initiatives. Without them, the product still works.

3. Could-have initiatives

Another way of describing “could-have” initiatives is nice-to-haves. “Could-have” initiatives are not necessary to the core function of the product. However, compared with “should-have” initiatives, they have a much smaller impact on the outcome if left out.

So, initiatives placed in the “could-have” category are often the first to be deprioritized if a project in the “should-have” or “must-have” category ends up larger than expected.

4. Will not have (this time)

One benefit of the MoSCoW method is that it places several initiatives in the “will-not-have” category. The category can manage expectations about what the team will not include in a specific release (or another timeframe you’re prioritizing).

Placing initiatives in the “will-not-have” category is one way to help prevent scope creep . If initiatives are in this category, the team knows they are not a priority for this specific time frame.

Some initiatives in the “will-not-have” group will be prioritized in the future, while others are not likely to happen. Some teams decide to differentiate between those by creating a subcategory within this group.

How Can Development Teams Use MoSCoW?

Although Dai Clegg developed the approach to help prioritize tasks around his team’s limited time, the MoSCoW method also works when a development team faces limitations other than time. For example:

Prioritize based on budgetary constraints.

What if a development team’s limiting factor is not a deadline but a tight budget imposed by the company? Working with the product managers, the team can use MoSCoW first to decide on the initiatives that represent must-haves and the should-haves. Then, using the development department’s budget as the guide, the team can figure out which items they can complete.

Prioritize based on the team’s skillsets.

A cross-functional product team might also find itself constrained by the experience and expertise of its developers. If the product roadmap calls for functionality the team does not have the skills to build, this limiting factor will play into scoring those items in their MoSCoW analysis.

Prioritize based on competing needs at the company.

Cross-functional teams can also find themselves constrained by other company priorities. The team wants to make progress on a new product release, but the executive staff has created tight deadlines for further releases in the same timeframe. In this case, the team can use MoSCoW to determine which aspects of their desired release represent must-haves and temporarily backlog everything else.

What Are the Drawbacks of MoSCoW Prioritization?

Although many product and development teams have prioritized MoSCoW, the approach has potential pitfalls. Here are a few examples.

1. An inconsistent scoring process can lead to tasks placed in the wrong categories.

One common criticism against MoSCoW is that it does not include an objective methodology for ranking initiatives against each other. Your team will need to bring this methodology to your analysis. The MoSCoW approach works only to ensure that your team applies a consistent scoring system for all initiatives.

Pro tip: One proven method is weighted scoring, where your team measures each initiative on your backlog against a standard set of cost and benefit criteria. You can use the weighted scoring approach in ProductPlan’s roadmap app .

2. Not including all relevant stakeholders can lead to items placed in the wrong categories.

To know which of your team’s initiatives represent must-haves for your product and which are merely should-haves, you will need as much context as possible.

For example, you might need someone from your sales team to let you know how important (or unimportant) prospective buyers view a proposed new feature.

One pitfall of the MoSCoW method is that you could make poor decisions about where to slot each initiative unless your team receives input from all relevant stakeholders.

3. Team bias for (or against) initiatives can undermine MoSCoW’s effectiveness.

Because MoSCoW does not include an objective scoring method, your team members can fall victim to their own opinions about certain initiatives.

One risk of using MoSCoW prioritization is that a team can mistakenly think MoSCoW itself represents an objective way of measuring the items on their list. They discuss an initiative, agree that it is a “should have,” and move on to the next.

But your team will also need an objective and consistent framework for ranking all initiatives. That is the only way to minimize your team’s biases in favor of items or against them.

When Do You Use the MoSCoW Method for Prioritization?

MoSCoW prioritization is effective for teams that want to include representatives from the whole organization in their process. You can capture a broader perspective by involving participants from various functional departments.

Another reason you may want to use MoSCoW prioritization is it allows your team to determine how much effort goes into each category. Therefore, you can ensure you’re delivering a good variety of initiatives in each release.

What Are Best Practices for Using MoSCoW Prioritization?

If you’re considering giving MoSCoW prioritization a try, here are a few steps to keep in mind. Incorporating these into your process will help your team gain more value from the MoSCoW method.

1. Choose an objective ranking or scoring system.

Remember, MoSCoW helps your team group items into the appropriate buckets—from must-have items down to your longer-term wish list. But MoSCoW itself doesn’t help you determine which item belongs in which category.

You will need a separate ranking methodology. You can choose from many, such as:

Weighted scoring
Value vs. complexity
Buy-a-feature
Opportunity scoring

For help finding the best scoring methodology for your team, check out ProductPlan’s article: 7 strategies to choose the best features for your product .

2. Seek input from all key stakeholders.

To make sure you’re placing each initiative into the right bucket—must-have, should-have, could-have, or won’t-have—your team needs context.

At the beginning of your MoSCoW method, your team should consider which stakeholders can provide valuable context and insights. Sales? Customer success? The executive staff? Product managers in another area of your business? Include them in your initiative scoring process if you think they can help you see opportunities or threats your team might miss.

3. Share your MoSCoW process across your organization.

MoSCoW gives your team a tangible way to show your organization prioritizing initiatives for your products or projects.

The method can help you build company-wide consensus for your work, or at least help you show stakeholders why you made the decisions you did.

Communicating your team’s prioritization strategy also helps you set expectations across the business. When they see your methodology for choosing one initiative over another, stakeholders in other departments will understand that your team has thought through and weighed all decisions you’ve made.

If any stakeholders have an issue with one of your decisions, they will understand that they can’t simply complain—they’ll need to present you with evidence to alter your course of action.

Related Terms

2×2 prioritization matrix / Eisenhower matrix / DACI decision-making framework / ICE scoring model / RICE scoring model

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Elliott Owns Enough Southwest Shares to Call for a Special Meeting

Meghna Maharishi , Skift

September 3rd, 2024 at 9:42 AM EDT

Elliott is amping up the pressure on Southwest. Now that it's crossed the threshold in owning 10% of the carrier's common stock shares, the hedge fund could call a special meeting to force a vote on whether to oust Southwest CEO Bob Jordan and chairman Gary Kelly.

Meghna Maharishi

Elliott Investment Management now owns 10% of common stock in Southwest Airlines, crossing the threshold to hold a special meeting.

A series of regulatory filings posted Tuesday morning showed that the activist investor managed to convert 10% of its economic stake in Southwest into common stock. Elliott still retains an overall 11% economic stake in the airline.

Special meetings are rare and are typically used to request shareholder votes on issues that cannot wait until the next general meeting. Elliott could use a special meeting to force a vote on whether to oust Southwest CEO Bob Jordan and chairman Gary Kelly, which is something the hedge fund has been advocating for ever since its stake in the carrier went public in June.

Elliott is slated to meet with Southwest representatives on September 9.

“We remain prepared to meet with Elliott next week and look forward to sharing details on our continued transformation at our Investor Day on September 26,” a Southwest spokesperson said in a statement.

The hedge fund declined to comment on the filings.

Southwest and Elliott Gear Up for Boardroom Battle

Elliott has been preparing for a potential proxy fight with Southwest. The hedge fund recently published a list of 10 candidates it intends to nominate to Southwest’s 15-person board.

Southwest adopted a “poison pill” strategy and nominated IndiGo co-founder Rakesh Gangwal to its board of directors in an attempt to fend off Elliott from acquiring a larger stake in the company. Jordan said in a call with analysts July 25 that Elliott has not meaningfully engaged with Southwest. He also told reporters in June that he had no plans to resign .

Elliott said it wants a leadership change at Southwest partly because the carrier’s stock has lost 50% of its market value in the last three years. This past year, Southwest has dealt with declining profits partly due to changing consumer preferences.

Southwest plans to roll out premium seating and operate red-eye flights in a bid to turn around its fortunes. However, those changes may not be enough to avoid a boardroom battle with Elliott.

Elliott said these changes came “more than a decade late.”

“This new plan is being proposed by the same leadership team that has presided over a series of failed measures to improve performance, repeated operational missteps and poor financial results,” the hedge fund said in a statement July 25.

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Product Management

What is the moscow prioritization method .

February 13, 2024

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As far as mnemonics go, MoSCoW prioritization is one of the most effective acronyms in agile scrum software development. The name briefly summarizes a critical and oft-repeated practice of prioritizing items during product planning.

So, what is it? Why do you need it? How to use it? Let’s find out.

What is MoSCoW Prioritization?

Origins and history of moscow prioritization, applicability, communication, drawbacks of the moscow method, #1 must-have, #2 should-have, #3 could-have, #4 won’t-have (this time), when to use the moscow prioritization method, 1. create your product backlog, 2. add details to the product backlog, 3. set definitions for priority categories, 4. collaboratively decide the priorities, 5. set priorities, 6. validate feasibility.

MoSCoW prioritization is a powerful technique used in agile project management for setting priorities for tasks and initiatives. MoSCoW is an acronym that stands for

Should-have

Each of these is a category of prioritization, which guides what the team will develop in upcoming sprints. MoSCoW prioritization can be applied to anything within the agile framework, including requirements, test use cases, user stories, bugs/defects, acceptance criteria, or tasks.

Even beyond agile product development, the MoSCoW model can help prioritize work. Across industries, the MoSCoW method is included in operations management software to help project teams make better decisions.

When there are various other prioritization methods, including the most straightforward high-medium-low scale, why do we need another one? Let’s see how it originated and evolved.

The MoSCoW prioritization technique was developed by Dai Clegg of Oracle in 1994 to help his team sort project tasks into critical and non-critical ones in rapid application development (RAD) processes. He used it specifically in time-boxed projects to prioritize the project’s requirements.

Over the years, this method has become a staple in agile project management . It has been adopted and appreciated for its simplicity and direction on what a team needs to prioritize while running the entire project.

Benefits of the MoSCoW Prioritization Method

Despite being two decades old, the MoSCoW prioritization technique continues to be popular among teams using the Dynamic Systems Development Method (DSDM). Here’s why.

The MoSCoW technique is ridiculously simple to understand. It helps clarify the options available in front of them to eliminate distractions. (It is not as simple to use, as there can be differences of opinion about what’s must-have and what’s should-have, for instance. We’ll get to that a bit later.)

The categories provide clarity and reduce confusion. If it’s not a must-have, it’s not going in the next sprint. This ensures the team is stress-free and can focus on doing their best work.

The MoSCoW method helps managers and teams see what is important and needs immediate attention. By classifying a high-priority task as a “must-have,” managers can ensure they have everything they need to finish it. They can also discuss competing priorities as a team.

The MoSCoW method is nearly universally applicable. It can be used to prioritize anything. For example, a team lead can mark ten developers as must-have and three more as could-have to let their superiors know how many people they need.

Assigning priority levels in this method is a great starting point for conversations in project planning and sprint planning sessions. Defining something as must-have or won’t-have encourages people to agree or disagree specifically.

MoSCoW prioritization is very effective in preventing scope creep. The clear priorities ensure that any newly added feature goes through the prioritization process, helping project managers manage expectations.

Despite its benefits, the MoSCoW Prioritization method is not without its challenges. We’ll discuss them below.

Ambiguity : Must-haves and won’t-haves are easy to agree on. But should-haves and could-haves might be more ambiguous. While the framework lays out clear definitions, it can turn complex in practice. Moreover, teams often disagree on the definition of won’t-haves—are they left out of this sprint or the entire product?

Oversimplification : This method risks oversimplifying complex agile projects, where tasks cannot be easily categorized into discrete buckets and might not adequately address the interdependencies between tasks.

Subjectivity: Like all methods, MoSCoW prioritization is also subjective. The team has to come together to make task prioritization decisions. Its drawback is that it doesn’t do much to bring objectivity into the process.

Demanding : To prioritize a task in the MoSCoW framework, each must have detailed descriptions and context. For example, a ‘tagging’ feature in an agile project management tool might be a must-have for specific use cases while appearing non-critical. Product owners need to invest time and energy into definitions to categorize accurately.

Single-level : Within the four categories, there is no way to prioritize items further. This assumes equal priority for all must-have items, making it ineffective in planning.

Categories of the MoSCoW Prioritization Method

The MoSCoW prioritization method has four categories: must-have, should-have, could-have, and won’t-have.

“Must-have” tasks are critical items for the duration of the current sprint. ‘Must’ in the must-have category is sometimes defined as ‘minimum usable subset.’ This ensures that the iteration enables a minimum level of usability of the features.

A must-have feature typically is critical for the customers, a compliance requirement, or a safety/accessibility prerogative. Without these features, the product itself would be pointless to take to market.

Tasks considered to be “should-have” are second in priority. These tasks are important but not critical for the current timebox and can be deferred if necessary.

A could-have feature is typically a minor bug fix or performance improvement, without which the product functions, even if not optimally. Teams often use some kind of temporary workaround to manage these items.

The third category is “could-have” tasks, i.e., desirable but unnecessary. The critical difference between should-have and could-have is that the former is important and can considerably impact product success (customer satisfaction, revenue, profitability, etc.), while the latter can be comfortably left out without much damage.

Teams prioritize could-have tasks only if they can be delivered without affecting the development team’s cost or effort. As the situation evolves, could-have items are often re-prioritized and developed.

“Won’t-have” tasks are recognized as not necessary for the project’s current scope. These tasks or features are of the lowest priority and omitted at the first sign of resistance.

Won’t-have features have a very low impact on the project’s success. They neither harm outcomes nor create additional value.

As helpful as this technique might be, it’s not universally effective. Here are the situations in which it works best.

MoSCoW prioritization is a great decision-making tool for several personal and professional scenarios. When decluttering your home, instead of asking if an item “sparks joy,” you can ask if it is a “must-have.”

For an agile project manager, it can be a lot more valuable than that. Here’s how.

Time : The primary determinant of MoSCoW analysis is time. The categorization is for the current sprint or timebox. It is highly effective for time-sensitive projects with tight deadlines.

Resources : What if you have a limited team of developers? Use MoSCoW as it helps maximize deliverables within available resources.

Product initiation : Early in the project, you must decide what to focus on first and what makes your minimum viable product (MVP). MoSCoW prioritization can be incredibly useful in guiding these conversations.

However, it’s important to note that MoSCoW may not be suitable for all projects, especially those with complex interdependencies or where all tasks are equally critical.

How to Implement the MoSCoW Prioritization Method

Successful MoSCoW prioritization needs clear and effective processes. Here is an outline of a process and pointers on how to prioritize your work with any free project management software like ClickUp to get it right.

Before you prioritize tasks for the future release, it is essential to create a list of possibilities. Typically, this is outlined in the product backlog. Based on research and input from cross-functional teams, build a select few from the backlog.

On ClickUp, you can set these as tasks, milestones, features, defects, and more to facilitate better prioritization.

Like we mentioned earlier, one of the non-negotiable factors of MoSCoW prioritization is adequate information about the task. Without the what, why, how, when, and who, it would be impossible to prioritize right. So, add all the information you can gather. This could be:

Description of the user story
Business impact
Engineering impact, such as time/effort estimate
Measures of success
Dependencies for other tasks

ClickUp tasks allow you to add sub-tasks, checklists, time estimates, users, tags, custom fields, and more. Use ClickUp’s hierarchy guide to organize information effectively.

What does must-have mean? What parameters should a task have to be considered a must-have? Does the entire team have to agree to categorize something as won’t-have?

The most commonly used methodologies are weighted scoring, the Kano model, or buy-a-feature. If that feels like another layer of frameworks/models, here are a few project prioritization templates you can use.

Choose yours carefully. It is essential to set these definitions before getting into prioritizing tasks. This would help process standardization for proper priority management . Also, place an escalation matrix so that someone can make a decision in case of disagreements.

To ensure everyone understands and follows your priority definitions, document and publish them on ClickUp Docs . Collaborate on them to ensure the team agrees on them. You can also use ClickUp AI within Docs to summarize longer definitions for easy reference.

With all the foundational work done, it’s time to prioritize. Bring the team together to evaluate every option and set priorities.

Choose from any of ClickUp’s views to see the information that suits your needs. For instance, most agile teams typically use the Kanban board view to have all the uncategorized items in one column and then drag-and-drop them into their relevant priorities. You can also filter items on the Kanban board based on what you’d like to see.

Discuss business requirements openly. Here are a few things to consider.

Set all tasks as won’t-have and then debate about why you must have it
For must-have requirements, ask, “Without this item, is the increment as good as canceled?”
If there is a workaround, even if it’s manual, don’t categorize it as a must-have
If a must-have has a dependency on anything other than another must-have, re-evaluate it

Remember that something you categorized as a could-have in the previous increment might become a must-have for the next. For example, while building the MVP, you might have categorized some items as could-have because they are not crucial for the current sprint. Once the MVP is launched, these features might become a must-have now.

Once you’ve agreed, set them up on your prioritization tools . ClickUp priorities give you four options: Urgent, high, normal, and low. You can make these MoSCoW priorities.

Alternatively, you can use the MoSCoW method with custom statuses . While setting task priorities on ClickUp, add a line or two in the comments about why you made the decision. This will help future prioritization sessions.

Priorities are not just about what’s important, they’re equally about what can be built within that timebox. You don’t want to overcommit and underdeliver just because you think everything is a must-have.

Before committing to a plan, look for each team member’s current workload and capacity. Use the time estimates for each task to simulate capacity. Use the Workload view to ensure no one is over-stacked.

ClickUp Workload View for capacity planning

Prioritize The Right Things with ClickUp

Product teams must remain laser-focused on what’s good for the business and the customer. They need to eliminate distractions. So, project prioritization is a superpower. Good prioritization is as much a choice about what to do as it is about what not to.

ClickUp’s project management tool is designed to enable exactly this. The hierarchy, task management, priorities, and custom statuses help teams effectively understand and prioritize their work.

The Workload views help ensure the prioritized tasks are deliverable, and the ClickUp Dashboards help keep the priorities on track. Try ClickUp for free today and build the right thing.

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The University of Chicago The Law School

Abrams environmental law clinic—significant achievements for 2023-24, protecting our great lakes, rivers, and shorelines.

The Abrams Clinic represents Friends of the Chicago River and the Sierra Club in their efforts to hold Trump Tower in downtown Chicago accountable for withdrawing water illegally from the Chicago River. To cool the building, Trump Tower draws water at high volumes, similar to industrial factories or power plants, but Trump Tower operated for more than a decade without ever conducting the legally required studies to determine the impact of those operations on aquatic life or without installing sufficient equipment to protect aquatic life consistent with federal regulations. After the Clinic sent a notice of intent to sue Trump Tower, the State of Illinois filed its own case in the summer of 2018, and the Clinic moved successfully to intervene in that case. In 2023-24, motions practice and discovery continued. Working with co-counsel at Northwestern University’s Pritzker Law School’s Environmental Advocacy Center, the Clinic moved to amend its complaint to include Trump Tower’s systematic underreporting each month of the volume of water that it intakes from and discharges to the Chicago River. The Clinic and co-counsel addressed Trump Tower’s motion to dismiss some of our clients’ claims, and we filed a motion for summary judgment on our claim that Trump Tower has committed a public nuisance. We also worked closely with our expert, Dr. Peter Henderson, on a supplemental disclosure and on defending an additional deposition of him. In summer 2024, the Clinic is defending its motion for summary judgment and challenging Trump Tower’s own motion for summary judgment. The Clinic is also preparing for trial, which could take place as early as fall 2024.

Since 2016, the Abrams Clinic has worked with the Chicago chapter of the Surfrider Foundation to protect water quality along the Lake Michigan shoreline in northwest Indiana, where its members surf. In April 2017, the U. S. Steel plant in Portage, Indiana, spilled approximately 300 pounds of hexavalent chromium into Lake Michigan. In January 2018, the Abrams Clinic filed a suit on behalf of Surfrider against U. S. Steel, alleging multiple violations of U. S. Steel’s discharge permits; the City of Chicago filed suit shortly after. When the US government and the State of Indiana filed their own, separate case, the Clinic filed extensive comments on the proposed consent decree. In August 2021, the court entered a revised consent decree which included provisions advocated for by Surfrider and the City of Chicago, namely a water sampling project that alerts beachgoers as to Lake Michigan’s water quality conditions, better notifications in case of future spills, and improvements to U. S. Steel’s operations and maintenance plans. In the 2023-24 academic year, the Clinic successfully litigated its claims for attorneys’ fees as a substantially prevailing party. Significantly, the court’s order adopted the “Fitzpatrick matrix,” used by the US Attorney’s Office for the District of Columbia to determine appropriate hourly rates for civil litigants, endorsed Chicago legal market rates as the appropriate rates for complex environmental litigation in Northwest Indiana, and allowed for partially reconstructed time records. The Clinic’s work, which has received significant media attention, helped to spawn other litigation to address pollution by other industrial facilities in Northwest Indiana and other enforcement against U. S. Steel by the State of Indiana.

In Winter Quarter 2024, Clinic students worked closely with Dr. John Ikerd, an agricultural economist and emeritus professor at the University of Missouri, to file an amicus brief in Food & Water Watch v. U.S. Environmental Protection Agency . In that case pending before the Ninth Circuit, Food & Water Watch argues that US EPA is illegally allowing Concentrated Animal Feeding Operations, more commonly known as factory farms, to pollute waterways significantly more than is allowable under the Clean Water Act. In the brief for Dr. Ikerd and co-amici Austin Frerick, Crawford Stewardship Project, Family Farm Defenders, Farm Aid, Missouri Rural Crisis Center, National Family Farm Coalition, National Sustainable Agriculture Coalition, and Western Organization of Resource Councils, we argued that EPA’s refusal to regulate CAFOs effectively is an unwarranted application of “agricultural exceptionalism” to industrial agriculture and that EPA effectively distorts the animal production market by allowing CAFOs to externalize their pollution costs and diminishing the ability of family farms to compete. Attorneys for the litigants will argue the case in September 2024.

Energy and Climate

Energy justice.

The Abrams Clinic supported grassroots organizations advocating for energy justice in low-income communities and Black, Indigenous, and People of Color (BIPOC) communities in Michigan. With the Clinic’s representation, these organizations intervened in cases before the Michigan Public Service Commission (MPSC), which regulates investor-owned utilities. Students conducted discovery, drafted written testimony, cross-examined utility executives, participated in settlement discussions, and filed briefs for these projects. The Clinic’s representation has elevated the concerns of these community organizations and forced both the utilities and regulators to consider issues of equity to an unprecedented degree. This year, on behalf of Soulardarity (Highland Park, MI), We Want Green, Too (Detroit, MI), and Urban Core Collective (Grand Rapids, MI), Clinic students engaged in eight contested cases before the MPSC against DTE Electric, DTE Gas, and Consumers Energy, as well as provided support for our clients’ advocacy in other non-contested MPSC proceedings.

The Clinic started this past fall with wins in three cases. First, the Clinic’s clients settled with DTE Electric in its Integrated Resource Plan case. The settlement included an agreement to close the second dirtiest coal power plant in Michigan three years early, $30 million from DTE’s shareholders to assist low-income customers in paying their bills, and $8 million from DTE’s shareholders toward a community fund that assists low-income customers with installing energy efficiency improvements, renewable energy, and battery technology. Second, in DTE Electric’s 2023 request for a rate hike (a “rate case”), the Commission required DTE Electric to develop a more robust environmental justice analysis and rejected the Company’s second attempt to waive consumer protections through a proposed electric utility prepayment program with a questionable history of success during its pilot run. The final Commission order and the administrative law judge’s proposal for final decision cited the Clinic’s testimony and briefs. Third, in Consumers Electric’s 2023 rate case, the Commission rejected the Company’s request for a higher ratepayer-funded return on its investments and required the Company to create a process that will enable intervenors to obtain accurate GIS data. The Clinic intends to use this data to map the disparate impact of infrastructure investment in low-income and BIPOC communities.

In the winter, the Clinic filed public comments regarding DTE Electric and Consumers Energy’s “distribution grid plans” (DGP) as well as supported interventions in two additional cases: Consumers Energy’s voluntary green pricing (VGP) case and the Clinic’s first case against the gas utility DTE Gas. Beginning with the DGP comments, the Clinic first addressed Consumers’s 2023 Electric Distribution Infrastructure Investment Plan (EDIIP), which detailed current distribution system health and the utility’s approximately $7 billion capital project planning ($2 billion of which went unaccounted for in the EDIIP) over 2023–2028. The Clinic then commented on DTE Electric’s 2023 DGP, which outlined the utility’s opaque project prioritization and planned more than $9 billion in capital investments and associated maintenance over 2024–2028. The comments targeted four areas of deficiencies in both the EDIIP and DGP: (1) inadequate consideration of distributed energy resources (DERs) as providing grid reliability, resiliency, and energy transition benefits; (2) flawed environmental justice analysis, particularly with respect to the collection of performance metrics and the narrow implementation of the Michigan Environmental Justice Screen Tool; (3) inequitable investment patterns across census tracts, with emphasis on DTE Electric’s skewed prioritization for retaining its old circuits rather than upgrading those circuits; and (4) failing to engage with community feedback.

For the VGP case against Consumers, the Clinic supported the filing of both an initial brief and reply brief requesting that the Commission reject the Company’s flawed proposal for a “community solar” program. In a prior case, the Clinic advocated for the development of a community solar program that would provide low-income, BIPOC communities with access to clean energy. As a result of our efforts, the Commission approved a settlement agreement requiring the Company “to evaluate and provide a strawman recommendation on community solar in its Voluntary Green Pricing Program.” However, the Company’s subsequent proposal in its VGP case violated the Commission’s order because it (1) was not consistent with the applicable law, MCL 460.1061; (2) was not a true community solar program; (3) lacked essential details; (4) failed to compensate subscribers sufficiently; (5) included overpriced and inflexible subscriptions; (6) excessively limited capacity; and (7) failed to provide a clear pathway for certain participants to transition into other VGP programs. For these reasons, the Clinic argued that the Commission should reject the Company’s proposal.

In DTE Gas’s current rate case, the Clinic worked with four witnesses to develop testimony that would rebut DTE Gas’s request for a rate hike on its customers. The testimony advocated for a pathway to a just energy transition that avoids dumping the costs of stranded gas assets on the low-income and BIPOC communities that are likely to be the last to electrify. Instead, the testimony proposed that the gas and electric utilities undertake integrated planning that would prioritize electric infrastructure over gas infrastructure investment to ensure that DTE Gas does not over-invest in gas infrastructure that will be rendered obsolete in the coming decades. The Clinic also worked with one expert witness to develop an analysis of DTE Gas’s unaffordable bills and inequitable shutoff, deposit, and collections practices. Lastly, the Clinic offered testimony on behalf of and from community members who would be directly impacted by the Company’s rate hike and lack of affordable and quality service. Clinic students have spent the summer drafting an approximately one-hundred-page brief making these arguments formally. We expect the Commission’s decision this fall.

Finally, both DTE Electric and Consumers Energy have filed additional requests for rate increases after the conclusion of their respective rate cases filed in 2023. On behalf of our Clients, the Clinic has intervened in these cases, and clinic students have already reviewed thousands of pages of documents and started to develop arguments and strategies to protect low-income and BIPOC communities from the utility’s ceaseless efforts to increase the cost of energy.

Corporate Climate Greenwashing

The Abrams Environmental Law Clinic worked with a leading international nonprofit dedicated to using the law to protect the environment to research corporate climate greenwashing, focusing on consumer protection, green financing, and securities liability. Clinic students spent the year examining an innovative state law, drafted a fifty-page guide to the statute and relevant cases, and examined how the law would apply to a variety of potential cases. Students then presented their findings in a case study and oral presentation to members of ClientEarth, including the organization’s North American head and members of its European team. The project helped identify the strengths and weaknesses of potential new strategies for increasing corporate accountability in the fight against climate change.

Land Contamination, Lead, and Hazardous Waste

The Abrams Clinic continues to represent East Chicago, Indiana, residents who live or lived on or adjacent to the USS Lead Superfund site. This year, the Clinic worked closely with the East Chicago/Calumet Coalition Community Advisory Group (CAG) to advance the CAG’s advocacy beyond the Superfund site and the adjacent Dupont RCRA site. Through multiple forms of advocacy, the clinics challenged the poor performance and permit modification and renewal attempts of Tradebe Treatment and Recycling, LLC (Tradebe), a hazardous waste storage and recycling facility in the community. Clinic students sent letters to US EPA and Indiana Department of Environmental Management officials about how IDEM has failed to assess meaningful penalties against Tradebe for repeated violations of the law and how IDEM has allowed Tradebe to continue to threaten public and worker health and safety by not improving its operations. Students also drafted substantial comments for the CAG on the US EPA’s Lead and Copper Rule improvements, the Suppliers’ Park proposed cleanup, and Sims Metal’s proposed air permit revisions. The Clinic has also continued working with the CAG, environmental experts, and regulators since US EPA awarded $200,000 to the CAG for community air monitoring. The Clinic and its clients also joined comments drafted by other environmental organizations about poor operations and loose regulatory oversight of several industrial facilities in the area.

Endangered Species

The Abrams Clinic represented the Center for Biological Diversity (CBD) and the Hoosier Environmental Council (HEC) in litigation regarding the US Fish and Wildlife Service’s (Service) failure to list the Kirtland’s snake as threatened or endangered under the Endangered Species Act. The Kirtland’s snake is a small, secretive, non-venomous snake historically located across the Midwest and the Ohio River Valley. Development and climate change have undermined large portions of the snake’s habitat, and populations are declining. Accordingly, the Clinic sued the Service in the US District Court for the District of Columbia last summer over the Service’s denial of CBD’s request to have the Kirtland’s snake protected. This spring, the Clinic was able to reach a settlement with the Service that requires the Service to reconsider its listing decision for the Kirtland’s snake and to pay attorney fees.

The Clinic also represented CBD in preparation for litigation regarding the Service’s failure to list another species as threatened or endangered. Threats from land development and climate change have devastated this species as well, and the species has already been extirpated from two of the sixteen US states in its range. As such, the Clinic worked this winter and spring to prepare a notice of intent (NOI) to sue the Service. The Team poured over hundreds of FOIA documents and dug into the Service’s supporting documentation to create strong arguments against the Service in the imminent litigation. The Clinic will send the NOI and file a complaint in the next few months.

Students and Faculty

Twenty-four law school students from the classes of 2024 and 2025 participated in the Clinic, performing complex legal research, reviewing documents obtained through discovery, drafting legal research memos and briefs, conferring with clients, conducting cross-examination, participating in settlement conferences, and arguing motions. Students secured nine clerkships, five were heading to private practice after graduation, and two are pursuing public interest work. Sam Heppell joined the Clinic from civil rights private practice, bringing the Clinic to its full complement of three attorneys.

IMAGES

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0514 performance management system Powerpoint Presentation
Complete Guide To Performance Management Processes
Performance Management PowerPoint Template
Performance Management PowerPoint charts
The Right Performance Management System Supports Growth, Success

VIDEO

ORGANIZATION AND MANAGEMENT PERFORMANCE TASK ( Video Presentation)
Performance management needs to be based on results. #PerformanceMeasurement #OutcomeFocused
Performance Management and Competency Mapping 2022 Question Paper
HRM544 PERFORMANCE MANAGEMENT
How to ensure performance management practice in an organization?
Check your performance management policies! #leadershipdevelopment

COMMENTS

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