Managing over 500 employees in multiple centralized business offices creates a need to disseminate employee information more efficiently. HCA's National Patient Account Services, Inc. was faced with this obstacle as they dealt with the employees in their collections departments. Recognizing that managers are pulled in many different directions, the need to quickly identify those who need help was paramount to the success of the organization. A host of operations directors and decision support personnel, as well as technology vendors were incorporated into the daily operational process to define the best blend of key performance indicators, management processes, and technology tools to efficiently and effectively manage, while maintaining a high degree of employee satisfaction. Some specific challenges faced were related to the delivery mechanism for data. No readily available tool summarized all of the necessary data for the employees. In addition, a compensation plan was not fully in-line with the metrics managers were using to manage employees. Culturally, there were some concerns about the employee's willingness to accept real-time data, or the fact that managers were also accessing the data at the same time. After designing a new compensation plan, working with managers on the proper way to set alerts and monitoring, developing a series of reports to share with employees, and devising screens that show some real-time statistics, NPAS was able to increase its overall customer satisfaction, employee satisfaction, and increase its productivity per employee. In addition, it has been recognized as a best places to work in all locations for its employees and nationally. Within HCA, NPAS was also recognized as a Center of Excellence on their internal surveys where both locations were ranked the #1 and #2 service centers in shared services.