How to Design KPI index of designer

Annual appraisal, Quarterly Review, Monthly Review ... Modern enterprises, especially modern it enterprises have been widely used in this strategic goal decomposition operation and testing of management means, of course, many of our traditional enterprises or family enterprises have not imported this tool for the time being. However, since it is advanced thinking, there must be its advantages, the test is still not test, this is not a problem-the question is how to test.

KPIs are a priority for quantitative metrics, for designers, a lot of things once quantified, but it appears to be reduced value, such as: You have done a set of conceptual design for half a year, the innovative degree of outstanding performance, but for KPIs, your job is in 6 months time to complete a work, And the job is yours, give you a little more innovation-but it doesn't explain the value of this solution: it can be used as a pre-research idea for introducing new products, as a document for customer presentations, as a quality implementation standard for the design department, and as a product promotional material in PR, Can be used as an industry exchange of application resources ... The added value of the design is often weakened in KPIs.

In fact, many friends and I have communicated, the design of the KPI should be how to play, but because I was beaten side, so I have a lot of specific methods may have obvious resentment of the woman plot, not too objective, also dare not casually said. Today let a friend to chase asked, I will talk about immature view, yes, these methods may have been used, but most designers suffer from the KPI treatment is still in dire straits, "Man, I for fish" phenomenon repeated in the occurrence.

How to design the KPI index of the designer?

Usually the indicators in the KPI in order to ensure objectivity, are relatively cold, mainly business performance-oriented-what has been done, the results of the work, what progress, what mistakes. However, for designers, because a lot of work results are qualitative measurement, so in the designer's evaluation should include some qualitative factors, including but not limited to: work attitude, enthusiasm, design innovation ability and presentation results.

Most importantly, the KPI's implementation process needs to include the stimulation and enthusiasm of the designer EQ, if you consider the KPI design as a product, how to make each employee, especially the designer's employee happy to participate in it, and pay attention to it, is this product experience design link. In many cases, KPI execution is inefficient, not the attribute in the indicator and the definition of the problem, but the lack of experience in the implementation of care.

For example: the corresponding KPI score of the reward and punishment measures must be open, transparent, and strictly enforced, all mail praise, year-end bonus increase, the company issued a certificate of honor and so on measures should be as far as possible within a week immediately after the implementation, I have seen many companies in order to save costs, at any time is only verbal praise, This greatly reduces the effectiveness of the KPI. Designers are also working for life, no money who and you talk about ideals? The material spirit is very important.

And most of the designer's ability to work is not strong, in fact, the root cause is no stimulation and enthusiasm, I have seen a well-known domestic design company practices: Several main designers next to have two machines, perennial is used for recruitment, but this company's personnel flow is not strong, why? Because a couple of new interview guys a week, next to the operation, the main designers have the idea: "I should ensure that their ability will not be compared to these flat three", "I do not work now, next week this guy will sit over", this is what we often say "catfish effect."

Some important details of the implementation process

1. Daily evaluation is more important

Evaluation does not care about the frequency too fast, even if you test every day, the cow B is still a cow B, but is the implementation of the evaluation is true, there is no timely questions raised. Some of our companies have a despicable phenomenon: KPIs are used as a means of witch-hunt in the company's strong interest groups, often in this KPI indicator you will find that most of the qualitative indicators are controlled by interest groups, which is a bit of the meaning of seizing the pricing power. So why should we emphasize the difference in the evaluation of different working attributes, the reason is also here.

Daily evaluation is a daily, weekly specific work objectives and performance requirements, then let the staff contrast the quality of work and the gap, managers and managers in the detection of problems after the timely reminder to amend, or wait until the end of a C assessment, it is difficult to convince people, of course, will erupt the psychological contradictions of staff "MD, too bully, I quit. "-in fact, the weakness and ignorance of being a manager didn't help him see his problems when he had a problem.

2. Evaluation criteria must be simple, unified and persuasive

Different enterprises have different design position requirements, to develop an accurate, in line with the status of the enterprise evaluation indicators to enable designers to target, such as your business just need to design department to do daily work, deal with simple projects, do not put in the KPI of what innovative ability requirements from my fantasy, Because these innovations did not land on the ground; for example, your business is in the brand building and user experience link design difficult time, do not in the KPI requirements of 10 sets of visual design proposals, it is not the most important work; what's more, your design department just started to set up, members are also new recruits egg son more, Your KPI inside the "S" level actually requires "at least two major domestic design awards," You do not smoke your own mouth?

3. Employees who have always been praised?

I believe that in a few teams, there are always some employees are so dragged, and always work harder than others, can always quickly out of the results, OK? Sure, good. We should protect them like the giant panda, but the Chinese people's mean thinking makes us think "should not always give him a", or "the more excellent people must be easy to expand", well, inexplicably to a B ... The problem, in turn, is that if you have an employee who has a long term of a or s in your team, the proof is that the internal stimulation of your team is not enough, the star staff's Halo covers the efforts of others, you should look for a more beef B from the outside to carry out the combination of Chinese and foreign, to a certain extent, expand the team's vision, will not directly affect the mood of the star staff.

KPI Journey to the

OK, let's listen to a small case, this very 2 case although on the surface to see comparison cottage, but the thought that caused by the people look askance, we discard the so-called "correct answer", transfer to the designer to read again:

If you are the Tang priest, want you to the Monkey King, pig Eight precepts, sand monk this three apprentice to a KPI appraisal, how would you give them grade? Premise: currently has not been taken to the canon, is the most difficult time on the road West.

My answer (there are no standard answers to this question, you can freely play and then discuss):

1. Monkey King: A of course, but "S" to wait until after learning to give him, this kind of staff is a typical star staff, business skills and public relations skills are superb, the general KPI of the A.B.C actually has no effect on him, his development speed has exceeded the speed of the team, so the Tang monk will need "magic spell" This kind of super restraint weapon, this kind of staff needs to guide primarily, let him have scruples in the work, also want to give tolerant, he may not care about your A.B.C, but care about own value embodiment and cow B performance. Because when your personnel in the use of KPI bullying him, he may be with the headhunter to negotiate the next job-hopping;

2. Pig: In most companies, system employees are this, the difference is the degree of obesity and greed, this kind of employees are generally "C" class Take-off, for this kind of staff, spiritual value is far from the material value of the benefits, to the full grain they will be very good work, so the KPI can give C, But later can add a sentence: "Because of your performance, so the salary increase is the smallest", do not make direct punishment, because each encounter difficulties required branch Li are two seniors;

3. Sand Monk: A typical ox-style staff, behind the hard work is not willing to assume the responsibility of the golden mean type of thinking, life is always more fierce than doing things, the cadres of this kind of goods, you can appropriately give "B", one is to let two seniors cause hunger, the second is to give a confidence, "you will soon to a"- Even if he does not have this Hui Root also does not matter, the sand monk cares about is "as long as the master does not die, I will complete the task", they are the most true a bunch of people.