Performance is no fun at all. On the contrary, it often is very upset because the manager's performance evaluation is always a very stupid way, even this one pair of very important for everyone, one thing all messed up.
The first one kind of stupid behavior: spending too much time wasted on performance evaluation, rather than to the performance plan or the performance of continuous exchanges.
Performance assessment is a process at any time during the final link. On managers and employees a good communication link between. Therefore, we should devote more time to prevent problems that may affect performance and should not be concentrated in the year-end to assess performance. If managers know how steady and, then, the assessment process may be very simple, but may also be very happy, because such findings are not surprising.
The first two kinds of folly: the staff were compared.
Want to destroy the feelings of hurt morale and undermine the team, distrust it? It to the staff position, or to compare it to the staff! This method of quasi-line. In addition, managers not only in manufacturing all kinds of friction between employees, and may become a target of public criticism. This is the reward received by the manager.
The first three kinds of stupidity: forgetting the purpose of assessment is to improve, not criticism.
The purpose of performance evaluation is to improve performance, not look for a classic, for criticism. Forget that the last train out of the manager staff may no longer trust them, or can not tolerate them. That is because the criticism is meaningless, but also does not help. If any meaningful performance evaluation, it is that managers and employees to work together to move forward.
The first four kinds of folly: a evaluation form that is objective and impartial tool.
Many companies use assessment form (for example, is divided into five, etc.) to evaluate employees. They are only too happy to do so, probably because it is such a method particularly fast, but it is not necessarily the right approach. Once the managers feel that this classification is "correct" or objective, then the question arises, because this assessment is subjective at best, incorrect. For example, you get two people to assess with an employee, you will find that the findings are likely to far cry. This is the subjective assessment of performance. You should constantly remind ourselves: a hierarchy is the subjective evaluation form is subjective, assessment form is not feasible.
The first five kinds of stupid behavior: If the individual salaries and performance evaluation separated, then it stop the assessment.
This phenomenon quite common. The reason why the performance evaluation of managers often pay for their results as a basis. When wages peaked, or that wages have been separated and assessment and performance, the manager says, uninterested. What a stupid idea ah! Performance evaluation is to improve performance, not just to an increase in wages (although some people do not think so). Moreover, both the money or no money, everyone wants people to feedback on their work.
No. 6 folly: the manager believes he can accurately assess staff.
Manager deluding themselves that they can accurately assess staff performance, in fact, they may not have seen the process of staff work, not even seen the staff work results. Therefore, accurate assessment is impossible. Most managers are not in order to accurately assess staff and monitor staff work long. However, the manager and he likes to do, or have plenty of time to do so. Meanwhile, what employees want managers observe their every move from above it? Therefore, in the assessment process, we hope that managers and employees to work together.
Article 7 folly: to cancel or postpone evaluation meeting.
Such things often happen. I guess it is because of simply not accepted by the people so the manager had to admit any further delay. Why cancel or postpone the assessment of the meeting will have an enormous negative impact? It could have caused such an impression staff: assessment is unimportant, false. If managers do not want to hold assessment, then they do not assessed. Employees are not stupid in the end managers will attach importance to assess, to see that they are.
Article 8 folly: to measure or evaluate small.
Life is this: the most easily measured, most easily assessed is the work of the chores. Managers interested in the customer service is defined as "the phone rang three times to answer the phone within", or whatever the requirement. If you want this assessment, it is too easy enough. Really not easy to assess the overall quality of service, those who can attract customers, retain the overall quality of customer service. Measure of overall customer service quality is difficult, so many managers do not want to do, and to assess the trivia.
No. 9 folly: in the assessment process for employees by surprise.
You want a real waste of time, hoping for a paltry performance? Try this method must be right. No see the manager and staff throughout the year talk. When employees in a mess, not come forward to tube, but for the time being put aside, memorization mind. Then, to assess the meeting, the manager will collect all will fall into the past to mix out of the staff by surprise. In fact, one can only see just who is boss.
Article 10 kinds of stupid behavior: that all employees, all work the same procedure should be adopted, according to exactly the same methodology to assess.
All employees need the same approach to improve its performance? Of course not. Some people need specific feedback, others do not; some people need more communication, while others do not. Of course, the work is not the same. Do you want to, we can use the same method to assess the Ford Motor Company's CEO and workshop cleaning it? Of course not. So, why do managers insist on using the same tools and the same criteria to assess the receptionist and civil engineers?
This is stupid. Can not put the same standards universally applicable. So why do managers do? Probably because the Ministry of Personnel or Human Resources Department asked them to do so. This is understandable, but that does not change this fact: that is, it is foolish.
Recommended links:
OGM to AVI
Do Not Heat To High Speed Fully Raiders Summer Thunder
LANGUAGES Education Expert
COMPARISON of CMM and CMMI
QuickTime to MPG
For The B / S Structure, To Understand The Point
Dynamic VLAN moving from Person to person
Aspect-oriented (AOP) and object-oriented (OOP) [1]
Large memory in the new use under WinXP
Delphi and mixed programming language FORTRAN
Infomation Accounting And Finance
How to end special promotions?
Samsung S550i Simple Yet Elegant
John XINHUA introduction of Guangxi sugar set EAM2008
MPG to AVI
COMPARE 0
No comments:
Post a Comment