绩效评估 - 十个愚蠢的事物经理搞砸了

Performance Management and Appraisals Process

Performance appraisals are almost universally disliked by both managers and employees, but they have to be done.

更糟糕的是，管理人员在他们进行评估的情况下犯错误，这几乎保证了它们将是令人不愉快的，对抗性的，并且几乎没有价值。

Common Mistakes

了解emplo最常见的错误yee reviews.

Performance appraisals aren't fun.

But a lot of the time they are agonising because managers do really dumb things, ending up destroying a process that is important to everyone (or should be).

Stressful Appraisals

评估，就像所有考试一样，对每个人来说总是有点紧张。

但这些错误保证了评估点，提高性能，在洗牌中丢失。

Ten Stupid Appraisal Errors

1 Lack Of Planning

花费更多时间在绩效评估时比性能规划，或正在进行的性能沟通。

Performance appraisal is the end of a process that goes on all the time - a process that is based on good communication between manager and employee.

So, more time should be spent preventing performance problems than evaluating at the end of the year. When managers do good things during the year, the appraisal is easy to do and comfortable, because there won't be any surprises.

2：比较员工

Want to create bad feelings, damage morale, get staff to compete so badly they will not work as a team?

Then rank staff or compare staff. A guaranteed technique.

And heck, not only can a manager create friction among staff, but the manager can become a great target for that hostility too. A bonus!

3: Improvement Not Blame

忘记评估是关于改进，而不是责备。

我们做出了评估，以提高性能，没有找到驴子，以抓住尾巴或责备。经理忘记这最终发展的工作人员不相信他们，甚至无法忍受他们。

That's because the blaming process if pointless, and doesn't help anyone. If there is to be a point to performance appraisal it should be getting manager and employee working together to have everyone get better.

4：评级是主观的

Thinking a rating form is an objective, impartial tool.

Many companies use rating forms to evaluate employees (you know, the 1-5 ratings?). They do that because it's faster than doing it right. The problem comes when managers believe that those ratings are in some way "real", or anything but subjective, often vague judgements that are bound to be subjective and inaccurate.

By the way, if you have two people rate the same employee, the chances of them agreeing are very small. THAT'S subjective. Say it to yourself over and over. Ratings are subjective. Rating forms are subjective. Rating forms are not behavioural.

5: It's All About Pay

Stopping performance appraisal when a person's salary is no longer tied to the appraisals.

Lots of managers do this. They conduct appraisals so long as they have to do so to justify or withhold a pay increase. When staff hit their salary ceiling or pay is not connected to appraisal and performance, managers don't bother. Dumb. Performance appraisal is FOR improving performance.

It isn't just about pay (although some think it is ONLY about pay). If nothing else, everyone needs feedback on their jobs, whether there is money involved or not.

6: Accurate Assessment

Believing they are in a position to accurately assess staff.

管理者认为他们可以相信他们可以评估员工的表现，即使他们几乎没有看到他们实际工作的工作人员，或他们的工作结果）。不可能。大多数管理人员都没有能够始终如一地监控员工以便能够评估良好。

And, besides what manager wants to do that or has the time? And, what employee wants their manager perched, watching their every move? That's why the appraisal is a partnership between employee and manager.

7: Canceling and Postponing

Cancelling or postponing appraisal meetings.

很多。我想是因为发生nobody likes to do them, so managers will postpone them at the drop of a hat. Why is this bad?

它对员工表示，这个过程是不重要的或伪造的。如果管理者不愿意承诺这个过程，那么他们根本不应该这样做。员工太聪明，不要注意到评估的低优先级。

8: Petty Stuff

Measuring or appraising the trivial.

Fact of life: The easiest things to measure or evaluate are the least important things with respect to doing a job. Managers are quick to define customer service as "answering the phone within three rings", or some such thing. That's easy to measure if you want to.

What's NOT easy to measure is the overall quality of service that will get and keep customers. Measuring overall customer service is hard, so many managers don't do it. But they will measure the trivial.

9：

Surprising employees during an appraisal.

想要真正浪费你的时间并创造不良的表现吗？这是一种保证技术。在年内不要与员工交谈。当他们搞砸了，当时不要处理它，但保存它。

Then, at the appraisal meeting, truck out everything saved up in the bank and dump it in the employee's lap. That'll show 'em who is boss!

10: One Size Fits All

Thinking all employees and all jobs should be assessed in exactly the same way using the same procedures.

Do all employees need the same things to improve their performance? Of course not. Some need specific feedback. Some don't. Some need more communication than others.

And of course, jobs are all different Do you think we can evaluate the CEO of Ford using the same approach as we use for the person who cleans the factory floor? Of course not. So, why do managers insist on evaluating the receptionist using the same tools and criteria as the civil engineers in the office?

This article was contributed by Robert Bacal a noted performance management author, consultant and trainer.