Common problems in performance management and their solutions 1. Common problems in performance management
The concept is not clear
Performance management and performance appraisal are two different concepts. Few people know what performance management is and what is the difference between performance management and performance appraisal. People often ignore the big system of performance management and conduct performance appraisal alone. There is no performance plan and no communication. After the assessment, the assessment form will be issued and there will be no more. In this case, the results of performance management will certainly not be ideal. Therefore, the most important and most important step for enterprises to implement performance management is to implement it to the management and employees of the company? Brainwashing? Let them understand that it is not ideal to simply take out performance appraisal without other links of performance management.
Fuzzy positioning
The application of performance management can meet many purposes, and each company's situation is different, so it should have its own goals and priorities when implementing management. Some enterprises can raise performance management to the height of strategic implementation and use it as an important tool to achieve enterprise goals. Some enterprises can first use performance management as a tool for salary adjustment and become an important part of enterprise incentive mechanism. In fact, when managers of many enterprises are asked why their enterprises implement performance management, most people can't give an accurate answer. The implementation of performance management needs to be combined with the specific stage and specific situation of the enterprise.
It is difficult to update ideas.
At present, performance management theories emerge one after another. Enterprises need to constantly learn new theories and explore their application in enterprises. However, many people can't keep up with this rhythm. Therefore, performance management should also keep pace with the times and constantly update ideas.
Excessive pursuit of perfection
When designing performance system, people always try to design it comprehensively and perfectly, or pursue popular performance appraisal methods. According to the 80/20 rule, 80% of the work output is completed by 20% of the key work. The assessment needs to focus on 20% of the key tasks. If the assessment is too comprehensive, the focus is not prominent, and there are too many assessment items, it will be difficult to determine the key behaviors that play a role in performance and cannot provide guidance for the improvement of employee behavior. In addition, enterprises try to design examination forms perfectly, which brings operational difficulties. Too much pursuit of evaluation methods, for example, some companies attach great importance to 360-degree feedback, but don't want to know whether their enterprises have the cultural background to implement this performance evaluation method.
Democratization trap
When setting performance goals, employees and supervisors should agree on performance goals. However, due to people's selfish psychology, unless they like to pursue a sense of accomplishment and challenges, most people will set themselves as few performance goals as possible, and the assessment standards should be set loosely. Democracy is necessary, but excessive democracy is not enough. Employees should be consulted, but they should not be accommodated blindly.
Indicators are difficult to determine.
Indicators refer to the aspects of assessing employees. If the indicators are not well designed, they may not reflect the real performance of employees, or even give a wrong reflection. The design of assessment indicators can be said to be a difficult problem in performance management.
Standards are difficult to determine.
How to determine the standard of performance appraisal is also a problem. If the standard is too low, such an assessment is meaningless, because anyone can achieve it. If the standard is too high, employees can't reach it no matter how hard they try, and their morale will be hit. As the saying goes, jumping up and picking peaches is a standard image metaphor.
Goals are difficult to quantify.
Quantification is the basic principle of designing performance appraisal indicators and standards. Quantization is mainly because it can be objective and exclude subjectivity and randomness. But don't be too superstitious about quantification, and hope to quantify everything. For the quality of the output, quantization is no problem. However, work attitude and other contents are difficult to quantify.
Do not attach importance to communication
Some leaders don't know the meaning of performance management and don't understand that communication is the core of performance management. It is a common phenomenon that the assessment scores are graded by the supervisor and handed over to the human resources department. Subordinates don't know how many points their superiors gave them. Even if employees score themselves first, and then the supervisor scores them, the supervisor will not explain it to the employees, because the scores of the supervisor and the employees are different. Employees can't know what they need to improve through assessment, so what they did badly in the past will still be done badly in the future.
Second, do a good job in performance management programs
The purpose of performance management is to keep the enthusiasm of employees. At this time, the most appropriate means is to combine setting goals with providing support feedback.
Goal setting
When setting goals, the most important thing is to be able to check, that is, to make sure that you can answer this question: how do I know I have succeeded? It is necessary to ensure that the established goals are consistent with the overall goals of the organization. We must also ensure that every task or even every action is to push employees, teams or the whole organization in the same direction. Employees need to know how their work relates to organizational goals and what they should do to create higher value. Relevance is very important. ?
In order to ensure relevance, enterprises should implement? Reverse thinking? Mode. This is because? Reverse thinking? Consider practical problems and urgent factors together. Otherwise, it is easy for people to set a goal in the next six months and say:? It is still early. I don't need to do anything now. ? Reverse thinking can help employees realize that if they want to achieve certain goals on/month/day, they must complete X, Y and Z tasks within this week. Through reverse thinking, employees can see milestones and action steps, but not necessarily in months, but also in weeks, and even develop a daily task management system as daily action steps.
Provide feedback and support.
If business leaders want to maintain employees' will and performance, the second skill they need to master is how to provide daily counseling, support and resources to help employees achieve their set goals. In order to achieve the above goals, managers need to develop the work habit of providing frequent feedback. Feedback must be timely, and employees must be good at providing clear guidance when needed. At the same time, you should be good at talking to employees with the goal of solving problems. This is similar to? You did it. You didn't achieve our expected results. Let's review what went wrong first, and then brainstorm to find out the reason. What's the situation now? How can we change to achieve our goal?
In addition, there is a special form of feedback, namely development feedback. This is a conversation about the current performance of employees. Many times, this kind of feedback operation is very difficult, because it is related to the development of employees, and usually involves employees' behaviors, attitudes and beliefs. Business leaders must first obtain the consent of employees, and then implement feedback. The good news is that managers can provide almost any form of feedback, as long as they don't make subjective judgments and accusations. The key is to think that employees' wishes are good when implementing feedback. Everyone wants to be the best as long as he can get and control enough information, technology and ability. If not, adopt the method of studying the problems encountered.
Many times, leaders will get into trouble, and even the most experienced leaders will find it difficult to deal with it. In the current economic situation, when the leader's industry is developing healthily, the challenge is only to avoid the possible bad luck and predicament around him and keep himself in a good environment at all times. However, when the industry environment deteriorates, the challenge of managers is even more arduous. For them, there are many emotional problems to deal with.
In any case, leaders need to look back on the past and recognize the current situation. I must learn from past experience as much as possible. When doing this kind of reflection, most people use two criteria to judge whether they are successful bosses. The first factor is whether you can set meaningful goals for employees, and the second factor is whether you can provide guidance and support to help employees maintain their enthusiasm and performance. Even in the most difficult times.