Performance Assessment: Fair assessment, less to do useful work

GM's former CEO Jack? Welch, known as "the world's first CEO", because he was the GM Group transform the occasion of large companies has become world-famous. He had come to China to make presentations, entrepreneurs have asked him a question about the performance appraisal, because GM Group's performance appraisal done very well.
The entrepreneur said:? "Mr. Jack Welch, I would like to ask you in time to give employees set goals, we are very painful, because if the target set is not fair, not reasonable, the staff there will be a lot complain
"for example, an employee given a low goal, and he take advantage of; in turn, gave him set goals too high, he was a disadvantage. As a result, it caused some element of unfairness. So, we are not do not need to set goals, do not do performance evaluation, the system does not need this "?
Jack Welch is very clever, cleverly answered the question, he said:?." Sir, I want to ask you, there is no national courts, the courts will not appear miscarriages of justice? will someone would have to be sentenced to death, the result is acquitted?
"Because of miscarriages of justice leads to inequitable, it is imperative that we are not this court all systems revoke it? not. because if there is no court system, state why call it country? Similarly, if the company does not set a target, there is no performance appraisal, then it is not a company.
"assessment is necessary to set a goal , although there may be some element of unfairness, but does not affect the rationality of the whole pattern.
In fact, the entrepreneur's remarks there is a certain truth: If you can not guarantee a fair performance appraisal, then it is likely to be counterproductive. But we should do is try to make this model more fair, more reasonable, and not because of it there are some flaws to deny it.
Possible in the actual operation, a department, a staff really eat a little loss, as companies put too high a goal. But if you eat this loss, to maintain the normal operation of the entire enterprise, then I feel that you are contributing. We want to stand in the perspective of enterprise development to understand the performance appraisal.
So, how do we do to make performance evaluation model is more effective?
When carrying out the assessment, there are many companies is to re-draw archery target. In fact, before there should first archery target. What is this target that? Is the goal. In addition, after the target set well, we have to score to determine the rules clear.
For example, experience ring shot 100, shot out every one less ring 10 points, until a minimum score of 0. At this time, under a stone shot out, let him come to you count points, you're a pretty good idea. Because each ring represents the fraction of the target is not the same.
However, if the subsidiary had 70 points and allows you to help him into 90 points, how can you do? Even his good relationship with you, you do not help him change. Or you do not like him, but he scored 90 points, you also do not give him into 70 points. Why? Because this score is an objective, it is a fact.
Performance appraisal, we must first draw the target, which is to set goals, and you have to put the rule to determine a good job before, this assessment, is the science fair.
If there is no target, no target, there will be a lot of problems: a man shot to put anywhere, even here suddenly fired, suddenly fired there, were completely seat of your pants. Finally, the man shot out a lot, but it is not a desirable business.
The biggest shortcoming is no target inefficiencies. American Management Association has made a study, the results showed that about 48% of employees work every day are invalid. This is what causes it? In fact, not the employee does not work, nor are they deliberately lazy, but because there is no target, they did some useful work.
Nevertheless, the staff will not do useful work and feel guilty, because we Chinese have an old saying: "There is no credit has elbow grease." However, think carefully about what companies need your elbow grease do this? Why do you need to have the elbow grease? Your elbow grease this will not cause a waste of resources to the enterprise?
In the business was small when the boss personally command and staff work, in fact, this command, is a goal-oriented, but this time people do not realize this concept.
When an enterprise scale gradually become larger, the number of employees from the original a few people, a dozen people, the development of two or three hundred people even after thousands of people, if managers do not consciously goal-oriented employees to manage, so soon after that, the manager will find direction for the entire enterprise is confusing.
When most companies have the power? When everyone forward in the same direction. Therefore, companies should work to guide the direction and work of the staff through the target. Invalid reason employees work, often due to the company's management did not form goal-oriented, or employees are not in accordance with the strategic objectives of the enterprise to do things. If the employee does no useful work, then no matter how busy he was, his work has no practical value, because the results of his work is not a business need.
Therefore, to get the staff of "elbow grease" to "credit", the best way is to set clear goals, and told people what he needs to do.