Failure Analysis Of Performance Appraisal

Why is there so much dissatisfaction with performance appraisal?

After analyzing and discussing with the business owners, employees and consultants, the main reasons are summarized as follows:

First, the starting point is wrong. The most typical example is that the boss can deduct part of his salary in order to reduce his salary and bonus. Next is to fry people, or to eliminate the last place. and also Human resource management In order to build up their own authority, the cadres and staff of other departments should attach importance to or flatter themselves. If the starting point is incorrect or not bright, it will be difficult to achieve good results. Without good performance management concept, there is no good performance appraisal method.

Second, the method is wrong. The number of management techniques imported from the West performance appraisal The most widely used, its failure rate is also the highest. The emergence of any management technology is compatible with its social development and cultural environment. Under the background of western personal heroism, the performance appraisal technology requires managers to be superior to their subordinates in order to be fair, impartial and objective. Otherwise, they will be impeached by their subordinates. In addition, western society emphasizes rules, and Chinese society is very human. How can the performance appraisal method based on rules be objective and impartial in the humane society? There are also officials at the top level in China who are crushed to death. The supervisor has absolute power over subordinates, so that supervisors can lead the examination of subordinates, and how to avoid corruption. Failure to circumvent the influence of human feelings on the examination of nuclear power, and good assessment forms will not work in Chinese enterprises. Western assessment techniques must move to Chinese enterprises for second innovations.

Third, it violates the wishes of the majority of employees. This is closely related to the wrong starting point. The design of assessment points or standards allows most employees to fail to qualifying or passing standard. That is to say, how hard they work will be deducted from performance appraisal scores or bonuses. How do you make employees cooperate and how satisfied?

Fourth, divorced from the reality of enterprises. The assessment method is also closely related to the staff size, staff quality, especially the cadre level. There is no universal assessment method. The same form is not easy to use in your company even if it is used in others' business. Even the same indicators are different in different enterprises.

Fifth, surpass the stage of enterprise development. At different stages of development, enterprises should focus their attention on assessment. Assessment standard They are all different. Similarly, once used assessment methods are likely to become inappropriate with the development of enterprises. I will give you another introduction.

Sixth, managers are out of context. We also do not exclude such a situation, the enterprise's assessment design plan is good, but in the implementation of the aliasing. The most typical example is the manager's choice of food and food. Under the same standard, the subjective factors that he judged were too strong and changed too much in different subordinates or different periods, causing his subordinates to feel unfair and complain. There are different departments in charge of different interpretations of the same standards, but also make employees unhappy.

Seventh, employees do not cooperate. The work of the employee is already very full, and you have to spend a lot of time to fill in the form and score. After the examination results, there is little correlation with salary bonus, and the staff think it is meaningless. If the staff do not cooperate, the good assessment scheme is zero.

Eighth, implement deviations. It seems that there is no need for me to explain. It is too much to see the boss or supervisor in the mood of a good system, good plan execution or execution.

Of course, there are other reasons that result in failure of performance appraisal. If your company wants to implement performance appraisal and do not want to go back to the old road of failure, it is necessary to build a new path.