Zhou Ning: The achievement and loss of local website Editors ' performance appraisal

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The history of local Web site Editors ' performance appraisal is that the editors are misled by the distorted history of oppression and the history of the website managers ' delusion of being lost and disappointed. In many cases, the performance appraisal was introduced as a performance aphrodisiac and finally proved to be poison. Finally, led to the management of the reflection, only really aware of the real meaning of performance appraisal.

Originally:

• When you don't understand what everyone should do, you can't make a reasonable performance appraisal plan.

• When you do not know how to preventive, performance appraisal will become a huge cost black hole!

• Do not implement performance appraisal may also have an efficient team!

• Let the team change from loose to four twilight three so difficult.

• 19 Floor, the Dragon Lane performance evaluation Plan is sunflower treasure, sword from the palace may not be successful.

Kuo, Su, the dogma of management and success.

On this issue, I also Shine, paid a lot of tuition. A reflection, the realization of the wrong as follows:

First, the human nature dictates, any performance appraisal plan flaw will be used!

For the managers of start-up companies, they have suffered in the performance appraisal, unless you pay the tuition fees with other people's money while you are working. Do not be frustrated by the whole lost, we just kettle!

From the perspective of human nature analysis of performance appraisal, we can see a lot of dark side: comparison, loss, greed, trickery, negative. At the same time, managers will find the wisdom of the masses is infinite, you have the policy that he has countermeasures, the assessment scheme in the evaluation of the wit appears to be riddled with holes.

A big site famous beauty editor, the monthly performance of the top, serious analysis of her three-acre, it seems that the basic work is not outstanding. Why is it so remarkable in terms of flow metrics? So, she's done it. Homepage Editor, in the push aspect has the privilege.

The station is so, the stop is not to mention. When there is no performance, everyone Shing not drive, when there is performance, we specialize in choosers the most lucrative jobs. This is human nature.

Second, must have the professional degree, understands each detail to be able to develop the useful performance appraisal plan.

So that you do not even understand the principle of the steam engine to draw a set of car drawings, reliable? The significance of performance is to drive business development, you do not know what to do to drive business development is to arrange people to do things, this is it?

The site's most basic assessment index is in fact only 2: traffic, income. And the way to assess each has its advantages and disadvantages:

1, a single index assessment is actually "robber logic." The most simple assessment is to collect how much money, how much money transferred. The most original assessment is Station. If we are dagujieshe, this is the most fair way to assess, but the editor is doing service work. Many sites then use traffic to assess, so many false "pornographic" is produced.

2, simple task performance is "charitable logic". As a then, found that the simple flow assessment of the webmaster will be all edited into "Five Mao party", several posts take money. Some of the professional changes to reprint, original, topic, activities, each take how much. Do you have the quality of the numbers? Charitable cause "from this deduction.

3. Compound assessment is "complex logic". The index and workload integration together to assess certainly is right, like sunflower treasure. But is it possible to dwell on the details of a single trick that will boost business growth? It's hard to say! Know if you know why? Why did you do it? Why do you have to set such a workload? Big silly small clever, every level of managers are diverted to do accounting, the monthly performance accounts are not finished.

4, the major countries such as cooking small fresh, performance must follow the strategy go! Big talk, empty words, fart, "truth: Sound always correct, and" completely naked "performance of the truth is: must be in accordance with the company at all levels of work objectives to be broken down to specific details, according to the details of the completion of the evaluation plan.

Third, the performance appraisal in the business development process must adjust unceasingly.

Generally speaking, the website that starts to set up the performance appraisal is "developing country", the place is big thin, poor. Wages are not competitive, professional than national stations or local media stations. Completely rely on a little delusion, desperately, hard, struggling.

The biggest difficulty in this phase of performance assessment is that your business is in a fast-growing phase rather than a mature stage, and that performance must be developed and changed rapidly in accordance with the goal of rapid change adjustment. The formula has not yet learned, just want to change the recruit, do not stumble is strange.

Govern a big country such as cooking small fresh, when add salt, when add sugar, knowledge is in the heat.

The trinity of plan, norm and performance is effective.

Ruling big countries such as cooking small fresh--for this pot performance a pot of fresh dry:

Under such conditions to start performance appraisal: Understand the business development process, understand the specific plan each month, understand what each job to their customers, understand what each work item can bring to the business development, understand each employee specific work ability is what.

This kind of deployment plan, specification, performance of the Trinity Assessment method: The first clear stage of work objectives. The task is broken down into the target services around the specific work, the smallest unit is to arrange the implementation of the work of the staff can be completed independently of the smallest executable unit, each item must give specific requirements and time nodes, apply the performance management template in line with the assessment of performance objectives, clear rewards and punishments. In addition, the feasibility of each task, technical points, and recommendations for work for the next level of implementation must be carefully considered.

Many people do not understand the meaning of work advice, the truth is: the work of the proposal is to maintain the majesty of the Boss fig leaf.

Five, look up great values, when performance is only the benchmark performance to return to the original meaning!

A manager who knows the way of Indian management tells me that our editors have no performance appraisal. Crazy Dizzy, I thoroughly know two reasons: 1, do not have to be successful from the palace. 2, the great corporate culture is really mighty incomparable!

Alibaba is rumored to be the performance appraisal, the value of 50%. This kind of nonsense performance appraisal, the result is extremely glorious, its foundation is the legendary enterprise culture.

What is the small corporate culture? I have visited many sites webmaster, come to the conclusion: by example. If you are a dandyism, how do you deal with the huge gap between rich and poor and the Shine of class difference?

Try to change the life-style: Five o'clock in the morning get up (remove the midnight Chicken call link), cut grass and horses, the day pursed the buttocks pull seedling transplanting seedlings, sitting in the evening picket also don't forget to shake a spinning wheel weaving, chew the coarse noodles steamed bread to show relish-this is Nanniwan. The last sentence of the same time, the verb with that segment of the popular video-the bitter force of the editor inside the replacement of the action, your team must be obedient, this is more than performance assessment. For example, Kai-fu Lee Teachers in the innovation workshop is very familiar with the performance of this road. In the beginning, the original factory, Kai-Fu Lee, the teacher's wife personally cook and send rice, so far to open the teacher also sat with everyone in the Innovation Workshop dining hall of the bench to eat with everyone. In accordance with the value of the teacher, every day please eat a Big Mac no problem? The teacher uses the action to express the meaning is: the entrepreneurial hard hundred wars, everybody needs diligently. It is said that innovative workshops are "most exploited", and that workers are happy and painful. This is culture!

Write an ending:

The performance appraisal system of industrialization is fragile in the face of the agricultural value. Is modern management useless? No, we must learn to Turyan, change the spirit with the values, use the performance appraisal normative behavior. In fact, the real meaning of performance is merely a code of conduct for business development. (Wen/Ningjie network zhouning)