Organizational Performance-Value Matrix

The Organizational Performance-Value Matrix is a strategic tool used to evaluate and categorize different aspects of an organization's performance and the value they bring. It helps businesses identify areas of strength and weakness, and prioritize resources and efforts to maximize overall value and performance.

At a very high level, the Organizational Performance-Value Matrix is used in the context of business, management, strategy.

Want to try this template?
Other Templates

What is the Organizational Performance-Value Matrix?

A visual explanation is shown in the image above. The Organizational Performance-Value Matrix can be described as a matrix with the following quadrants:

  1. High Performance, High Value: Areas where the organization excels and derives significant value. Example: A top-performing sales team driving major revenue.
  2. High Performance, Low Value: Areas that perform well but do not contribute significantly to overall value. Example: An efficient but non-critical internal process.
  3. Low Performance, High Value: Areas that are valuable but underperforming. Example: A high-potential product line that is not meeting sales targets.
  4. Low Performance, Low Value: Areas that neither perform well nor provide much value. Example: An outdated software system with low usage.

What is the purpose of the Organizational Performance-Value Matrix?

The Organizational Performance-Value Matrix is a powerful framework that allows businesses to assess various facets of their operations based on two key dimensions: performance and value. Performance measures how well an organization or its components achieve their goals, while value assesses the importance or benefit derived from these components.

By plotting different organizational elements (such as departments, projects, or products) on this 2x2 matrix, companies can visualize where they stand and make informed decisions. The matrix is divided into four quadrants:

  • High Performance, High Value: These are the areas where the organization excels and derives significant value. They should be maintained and possibly expanded.
  • High Performance, Low Value: These areas perform well but do not contribute significantly to overall value. They may need to be re-evaluated or repurposed.
  • Low Performance, High Value: These areas are valuable but underperforming. They require attention and resources to improve performance.
  • Low Performance, Low Value: These areas neither perform well nor provide much value. They are candidates for divestment or discontinuation.

Use cases for this matrix include strategic planning, resource allocation, performance management, and continuous improvement initiatives. By regularly updating and reviewing the matrix, organizations can ensure they are aligned with their strategic goals and are making the best use of their resources.


Want to try this template?

What templates are related to Organizational Performance-Value Matrix?

The following templates can also be categorized as business, management, strategy and are therefore related to Organizational Performance-Value Matrix: Product-Market Matrix, 4 Ps Marketing Mix Matrix, AI Capability-Value Proposition Alignment Matrix, AI Innovation-Value Alignment Matrix, AI Maturity Matrix, AI-Value Proposition Alignment Matrix, AI-Value Proposition Matrix, AIDA Marketing Matrix. You can browse them using the menu above.

How can I use Organizational Performance-Value Matrix in Priority Matrix?

You can get Organizational Performance-Value Matrix in your Priority Matrix in just a moment:

  1. Click to sign in or create an account in the system
  2. Start adding your items to the matrix
  3. If you prefer it, download Priority Matrix and take your data with you

Learn more about Organizational Performance-Value Matrix, and get free access to lots of other templates, at templates.app. Once you are comfortable with the document, you can easily export to Excel, if you prefer to work that way.

If you have any questions and you can't find the answer in our knowledge base, don't hesitate to contact us for help.