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I’m not always the biggest fan of info graphics. Many of the posters-sized info graphics released these days have issues. But lately I’ve also received several requests on how to do info graphics with Excel. Many people don’t know where to start.

How Info Graphics are Different
Info graphics differ somewhat from your usual dashboard-style reporting. When we report with business tools, we use the data points–charts, tables, etc–to investigate a problem or monitor a system. That is, we use data to find results. Info graphics are used when we already know the results and we want to present it in an interesting, sometimes even artistic, way. Info graphics, then, are more about style and appearance–they wouldn’t necessarily find a good home on a dashboard. But they do work well in magazines, newspapers, and some student projects.

Info Graphics and Excel
Many info graphics are made with graphic editing programs like Adobe Illustrator. As far as I know, these illustrations are static. So each change in the underlying data won’t be automatically updated in the graphic. You would just have to redraw the graphic. Excel provides a benefit here: if we use Excel’s charts to make our info graphics, we can update the underlying data and the result appears automatically.

Read more at INFO GRAPHICS WITH EXCEL

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In 2013, CEB research found that 86% of organizations had recently made significant changes to their performance management system, or were planning to. In 2014, a Deloitte survey found that 58% percent of companies surveyed did not think performance management was an effective use of time, and many media outlets jumped on the opportunity to air their grievances.

Finally, the rising wave of discontent seemed to crash in 2015, as a slew of large organizations like GE, Accenture, Netflix, and Adobe all scrapped their age-old annual performance management processes in favor of more continuous feedback systems. And many others followed suit.

But, was it the right move for everyone?

Last summer, I wrote an article on this topic myself, urging business leaders to really consider the implications of following these organizations. The issue, in my opinion, is not that these organizations did something wrong. Rather, the risk is that many leaders misinterpreted these stories to mean that they should abandon performance management altogether.

One thing is clear: the future of performance management in the American workplace is still very much in question.

For more insight into this important topic, I recently sat down with a handful of thought leaders in the performance management space, including Rob Ollander-Krane, Senior Director of Organizational Performance Effectiveness at Gap, Inc., Nigel Adams, Global Chief Talent Officer at Razorfish Global, and Amy Herrbold, Senior Director of Organizational Development at Kellogg. Together, we discussed the future of performance management to understand, from their perspective, why changes to this process are long overdue.

Read more at The Future Of Performance Management Is Not One-Size-Fits-All

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