[Ye Wei] KPI summary template: Why?

As a leader/manager, performing performance evaluation and interviews with subordinates in stages is an important way for team building and employee development. The regular KPI evaluation table provides some structured things for everyone, but it is just a 'point' and cannot be read '?!

KPI interview,

• How to quickly and effectively report to the boss?
• How do I make a periodic summary? So as to determine the next action direction?
• How can we see the nature of the problem from some superficial phenomena?
• How can we find opportunities for growth and development?

Therefore, I propose to my management team: please use the 'kpi interview 'as an example to design a summary template.

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Listen to the opinions of one of my subordinates:

I personally think that, whether it is self-Summary at ordinary times, project summary or KPI interview self-Summary, generally from four aspects

1. Well done.
2. Compared with the previous improvement, there was no effect or action on the Improvement points proposed at that time.
3. Poor or not good enough.
4. Where is the next improvement point.

When I assess employees, I usually talk to them from these four aspects, and then compare them with what I see and understand, in-depth discussions on inconsistencies or areas where employees do not understand clearly ensure that both parties reach a unified understanding of the status quo and set clear promotion objectives.

 

HoweverIn the actual performance appraisal process, most employees did not think about and summarize these aspects very well.I think there will be less summary and talk about it myself. In the future, let employees think and prepare from these aspects for a while before the assessment talk, which will be more targeted, the conversation will certainly be better. (This should be a summary template, which can be used in project summary and self-Summary at ordinary times .)

 

In particular,The above 2nd points are often not paid special attention to in our previous assessments.The assessment and improvement of employees must be consistent, and the questions raised during the last assessment should be followed up to see if there are actually improvements and improvements, only the continuous progress of individuals can drive the improvement of the entire team.

When I think about my performance conversation self-Summary, I am not doing well in this way. It is helpful to have a template that allows me to think in a organized manner before performance talk.