"Why is it so good to be late at the end of the quarter ?"
"Why does XX often abuse his subordinates and the end-of-year evaluation not bad ?"
"Why does a certain person have poor quality? Is his evaluation still good ?"
"Why does XX have no score, and the evaluation is still outstanding ?" People who have just entered the workplace often compare with their colleagues and see their colleagues in the same position or different fields. Some of their performances are obviously not as good as they are, but may get a good assessment, often make some complaints. During the communication process, I shared with many new employees the three elements of performance appraisal: ability, attitude, and performance. It is possible that you simply see that others are not as good as you are, rather than others. As the saying goes:. No one is perfect. Your boss must use someone to develop strengths and circumvent weaknesses. So instead of staring at others' weaknesses, it is better to study where he is.
Capability elements:Some posts have a relatively high or even very high weight on capacity elements. For example, for the earliest CCIE, as long as you have this credential and lend it to a small company, it is much money to hold a job. He doesn't even require you to go to work, so if you compare it with them, it will definitely be unbalanced. In the company, the technical expert system is biased towards this kind of situation. For example, when the support team is using a thousand days of troops, this group of people will usually bring people, Dangdang mentor, and the work pressure will not be very high, so it seems a little easier. However, at the crucial moment, we must rely on these people when developing technology. Therefore, this system focuses more on capabilities as the weight of assessment. Of course, there are also indicators for cultivating people and sharing technology. For another example, many pre-research teams are doomed to fail or fail to do well. If you use results for assessment or performance evaluation, the pre-research team will definitely collapse-this kind of team that burns money can only assess the ability, but only positive assessment.
Performance factors:
Result-oriented assessment, the boss is more concerned about what your results are, as to whether you have any noble words and deeds, there is no need to care about it. This result is common in the project-based R & D system and sales system. As a result, many R & D personnel are not responsible for every day, and there are no professional sets, health check and other standards-as long as you complete the work with quality and quantity. In particular, in the sales system, some of the best sales staff will also rush to their boss or colleagues in other fields at the meeting to break the table and beat the bench-it doesn't matter, as long as they can complete their sales indicators, he is the hero of his system. Performance factors are important evaluation criteria for many companies, but they cannot be the only criteria. Otherwise, people in various systems will be short-sighted. Long-term construction work will be neglected for short-term indicators. They even sacrifice long-term construction work in some trade-offs.
Attitude elements:
Attitude factors are more about new graduates. When I first entered the workplace, I had a strong alternative. I was just getting started with my career and business. I didn't have much ability or performance. At this time, a company's foothold depends more on its own attitude factors: for example, discipline: Is there a phenomenon of being late, leaving early, and absenteeism.
For example, Initiative: How is your work done? Can you give feedback to your questions in a timely manner and get your knowledge and answers.
For example, Team Cooperation: whether the relationship with colleagues is harmonious, does not recognize the company's philosophy, and does not complain much. The ability, performance, and attitude of an individual are all taken into account. Mature companies do not assess a person from a single dimension, but their respective weights are different. Take a grumpy salesperson as an example. Maybe he is doing well, but he is a sales manager or gold medal sales at most, it is unlikely that he will grow into a sales director because of his attitude. Finally, especially for people who have just graduated and just entered the company, they have a clear positioning for themselves and understand the different dimensions of your boss's team, then I will analyze the people you see are not pleasing to the eye. What do your boss really value them? What are their advantages? How can I get such good stuff? Of course, for yourself, in the short term, you still need to maintain your attitude, which is a large proportion of the assessment elements, and then quickly accumulate to increase the proportion of your ability and performance.
This article is from the "Liu Ji" blog, please be sure to keep this source http://eilfei2000.blog.51cto.com/2956473/737596
Link to this article:Year-end assessment-three elements: ability, attitude, and performance
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