From programmer to Project Manager (22): The performance evaluation of The Spit Groove

Yu Shivi that the first big problem with the Chinese attitude towards executive power is "no sense of execution bias and no importance", so no matter how smart the leader arranges the task,no matter how urgent the time requirement is, employees always work at their own pace. There is no feeling of nervousness or uneasiness in the heart. No matter how long the task lasts, he will always be like a secret, and will never give you any information about the progress of the work. Once the superiors questioned why they did not achieve their goals, he would always have all sorts of plausible reasons.

This may be slightly exaggerated, but undoubtedly represents a lot of employees of the work state, in the eyes of these employees, do not care about doing bad, it is this point hurt the heart of the company's leadership, they can not retreat, had to raise the "Damocles sword", with the number of staff assessment, so that the employee's income and this number hook.

However, after numerous company's personal experiments, prove that performance appraisal is not a panacea, and may lead to many other more serious problems, such as the confrontation between employees and the company, drilling system loopholes, assessment standards are difficult to be impartial and objective, scoring subjectivity is too strong. Although people have come up with a variety of assessment plans, but few companies have really successfully implemented, there are many companies because the assessment has lost its vitality. Sony executive director of the Sky Lang has written an article "Performance doctrine destroyed Sony", dwelt on performance appraisal of the harm, the examination let Sony company become lifeless, bureaucracy prevails. Visible performance assessment of the culture of an enterprise is lethal.

The reason why performance appraisal is so negative is that it has the following problems which are difficult to overcome:

1 . It's an external driving force.

The Sky Lang thinks that the performance doctrine is "the business result and the monetary remuneration direct link, the worker is in order to obtain the more remuneration and diligently work." "To put it bluntly, that is, the carrot-and-stick management, and this used to manage the donkey's method, in front of the donkey hanging a carrot that can never reach, behind with a whip and whipped." It is the "original sin" of performance evaluation to treat people as animals, to be quick-looking, to ignore the inner needs of human beings and to neglect the power of human nature.

2 . It's a measure of healing.

If everyone's performance is very high, passion is very high, who still need to assess it? Entrepreneurial stage of the company's general staff are very passionate, so they do not do performance assessment, everyone's performance is very high. Therefore, the enthusiasm for performance assessment is actually a lack of vitality, low performance of the company, which is the leader of illness, let employees take medicine. This kind of cure measures, like the doctor does not prescribe to the patient, but to his family member said: "If tomorrow his condition improves, I will award you to eat a sugar, if worsens, I will spank your fart", both is ridiculous. Not for the cause, but only according to the performance of the disease to treat, only palliative treatment--in fact, even the "standard" can not be cured.

3. cannot be truly objective and impartial

A fundamental point of performance appraisal is to use quantitative figures to evaluate the performance of employees. And everyone is so complex, affected by so many factors, how could it be equated with a number? And quantifying itself is a very difficult thing, Deming believes that the really important things can be quantified only 3, to the other 97% also become a number, it is obviously difficult to achieve fairness and objectivity, especially for software companies.

First, a person's performance is hard to quantify. Whether it is KPI assessment, or balanced scorecard, or the degree of evaluation, can not be separated from some absurd indicators, such as communication skills, interpersonal relationships, leadership, administrative ability, attitude ... How are these quantified? Who can tell me how the attitude of a person becomes an exact number? is there really a difference between the attitude and the attitude of the minute?

Second, software quality is difficult to quantify. Software is intangible, it is very difficult to quantify, even if forcibly quantified, the cost of evaluation is very high, subjective. So many software enterprises in the calculation of project performance, unintentional neglect of quality factors. For the project team, you do not assess the quality, then I do not quality, to the back of the quality problem erupted, tube it. Therefore, many projects in the assessment, always the first half of the month, the second half of the award, struggling to live.

Finally, the performance appraisal relies on the superior subjective evaluation. Shakespeare believed that "1000 people in the eyes of 1000 Hamlet", everyone's evaluation criteria are different, how to reflect their objectivity? Each rating will be judged by the subjective likes and dislikes of the time, the fairness of the more impossible to reflect.

4. The confrontation between the company and its employees

The performance appraisal inevitably causes the game between the staff and the company. The company of course hopes that the higher the goal, the better, in order to fully tap the potential of employees, while employees hope that the lower the better, so that can earn more bonuses, this irreconcilable contradiction, will be the former close comrades into performance assessment battlefield enemies.

However, the company is always strong side, the last employee is often forced to accept the goal, a long time, employees will not fight. Was totally disheartened, you can do whatever you like. is the so-called "here does not leave ye, own leave ye", and so you put the master penalty urgent, ye walk not?

5. undermining passion, solidarity, and fostering bureaucratic mores

The biggest disadvantage of performance appraisal is that "the atmosphere inside the company has been ruined." The boss does not regard his subordinates as the people who have feelings, but all look at the indicators, with the evaluation of the eyes to examine subordinates. "The idea of working goal-oriented in the past has been forced into a personal-oriented approach." In order to earn more money, employees will move "crooked brains", such as drilling system loopholes, bargaining with the company, to curry favor with the superior, and the superior hand in hand, only the results, not the process, undoubtedly also contributed to the bureaucratic atmosphere. The prevalence of these "unhealthy tendencies" will inevitably ruin the cultural atmosphere of the company.

From programmer to Project Manager (22): The performance evaluation of The Spit Groove