Mister Kanban--what triggered up mister and staff so big disagreement and controversy

In the past 20 years as a consulting project, we have reviewed the performance management projects of the dozens of companies in the past, and almost every aspect of it has been very competing, with only the least pressure on consultants. And the most tangled within the customer is the evaluation cycle, is still the boss, staff uncompromising.

Mister expects the evaluation cycle to month, even to the day, but at least to the quarter; employees expect to take the year or six months, these views are difficult to unify and consensus, and ultimately compromise on the boss, employees with a lot of frustration and grievance tired of frequent forms to fill out and evaluation.

What is it that has triggered such a big disagreement and controversy?

1.

The focus of performance is different.

So far, especially in traditional manufacturing, there are many bosses and employees, depending on performance management as the boss's hands of "small whip", "Magic Spell", will be regular assessment as a means to spur staff.

The appraisal party thinks "the small whip always smokes, the performance will have"; the assessment is assessed as proscribed, is able to hide on the hide, can drag on the drag. In this way, the shorter the expected period of the executive, the better, the higher the expectation, the longer the better;

Although the above views have been abandoned by modern management, and the OKR to mobilize the initiative of employees and not the mandatory requirements of the boss, but the managers who hold the above views are still a considerable proportion.

2.

Different starting point

Executives expect to be able to see the progress of the company's project business data at any time, and to adjust plans for the direction and resource allocation of the decision-making business. If the evaluation period is too long, it will lead to the decline of enterprise resilience and increase the risk of decision.

Employees, however, do not want the evaluation cycle to be too short because they need to devote more time to information reporting, filling out forms, and thus crowding out the time they were supposed to be in business and cautiously awaiting sentencing. In order to make short-term performance results good-looking, often spend more time to whitewash the data, rather than directly accurately reflect the situation.

In other words, the two sides need to strike a balance in managing costs;

3.

The nature of the work objective is different

Some jobs are not able to bring about substantial changes within the monthly, or quarterly, of executives ' expectations, such as research and development, large project engineering, or functional department rooms. The examination period is short, there is no obvious result, the examination cycle is long, and the loss caused by the deviation will be huge.

How to resolve this disagreement and controversy?

1.

Focus on changing performance

Need to "performance management is the goal of the communication and collaboration approach" this purpose to get Mister and employees of the broad consensus, the awareness of the need to make amendments and adjustments, the real formation of "up and down with the desire to win", rather than "You lose I win the competition means", let Mister and employees in the environment of mutual trust and cooperation to achieve common

To serve as a source of information on annual plans and work arrangements, as an important input for business and resource deployment, and to focus on the growth of each employee.

In this view, the Internet era of performance management ideas and ideas are advocating a quarterly cycle.

2.

Keep track of the progress of your goals and focus on process management

The boss is not concerned about the ranked of an employee, but the actual progress of the business.

If you can use the "Boss Kanban" in the task Kanban and the target map, let Mister always grasp the status of business progress, not only to understand the monthly situation, but also to understand the progress of the week and even daily progress, so, mister worry can be eliminated;

3.

Provides a handy tool to operate

The objectives of the year or even longer period, including some large-scale projects, are subdivided into specific milestones and timetables, on the one hand to facilitate the reporting of data, on the other hand to facilitate the detection of problems timely rectification.

When it comes to reporting plans and progress, you can easily communicate and interact with mobile terminal tools to minimize the cost of performance management.

Whether to adopt a year-cycle performance management depends on the boss and employees ' awareness and whether there is a flexible and easy-to-use tool and platform.

As a consultant in this part of the pressure is small because we have a well-established management tools-"Mister Kanban" can be based on the actual needs of enterprises to set the evaluation cycle, while meeting the above solutions, so as to solve the tangle of senior executives and employees.

Mister Kanban http://www.itasks.cn

Mister Kanban is a strategic management tool for enterprise management. To help the team to reach a consensus on the company's goal plan, integrate the target management tools and methodologies, the target layer decomposition, the implementation of the Department to the People, to achieve collaborative work, improve team execution efficiency. At the same time, Mister Kanban with the support of information technology to achieve task management (that is, target execution process) visualization, at any time to grasp the progress of target implementation and timely detection of problems, solve problems, for the ultimate realization of enterprise objectives to provide a strong guarantee. Mister Kanban through the talent inventory mechanism, to achieve a fair knowledge of people, employing, balance the old and new backbone, reduce wastage rate, insight into the performance of each core member and ability to match, strengthen the construction of the company team.

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Mister Kanban--what triggered up mister and staff so big disagreement and controversy