[original] all management without assessment is nonsense!

When it comes to assessment , The first thing you will think of KPI, A thing that almost all workers don't like , The author also strongly opposes KPI.

 

Precisely because KPI The side effects of are too great , As a result, many managers dare not assess , So the so-called “ Humanized management ” To become popular . The so-called humanized management , In my opinion, actually Is a negative management behavior , It's management inaction 、 A fig leaf for incompetence in management .

 

In addition to humanized management , There are more teams that simply don't understand management 、 Do not understand assessment , Unable to establish an assessment mechanism , Or tried but was hurt by the side effects of the evaluation mechanism , I dare not talk about assessment anymore . Such a team can only be said to be a layman in management , I can't even get started with management . Such a team can't even talk about management , Let alone nonsense , It's not going to unfold here anymore .

 

below , The author will talk about why the so-called humanized management is completely nonsense .

 

1、 Humanized management cannot guarantee the fairness you deserve

Humanized management must not talk about assessment , The fairness of the team cannot be guaranteed without assessment .

 

What is fairness ？ Fairness is the core of team management . See 《 What is the core of team management ？》

 

hypothesis , The salary of you and your colleague Xiao Wang at the same level is the same , But you have obviously done more work than him recently , I often work overtime . But because there is no assessment , Managers don't know how much more your workload is than him , So the company can't give you a bonus , Because I send you 1000 Yuan is also groundless , You may be too few, but others are too many . So the manager can only give you spiritual rewards , You may feel ok . But until one day you find that the department next door has established an assessment mechanism , They gave bonuses to employees with heavy temporary workload , You suddenly feel the weight of fairness .

 

Another example , Xiao Wang, your new colleague with the same salary and position , Sunny and handsome , Good relationship , have a ready tongue , Leaders and colleagues like him very much , But only you know that his working ability is not very good , So in the cooperation with you , He always chooses some work with low difficulty , You even help him with some difficult jobs , He is very respectful of you , You also look very harmonious and friendly . A year later , He was promoted , You stay where you are . Once again, , You feel the weight of fairness .

 

In my career , In fact, there are too many unfair events , If there is no assessment mechanism , If you are not careful, you will encounter injustice . When you encounter injustice , You won't feel that humanized management is on your side .

 

2、 The leadership power of humanized management is too great

Because there is no assessment mechanism , The free operation space of managers is very large .

 

At this time , You can only hope to meet a fair and honest 、 Lead openly .

 

If you're not lucky , Or the leader appears upright , Play tricks behind the scenes , Cultivate confidants 、 remove those who disagree with sb , You happen to be unwilling to stand in line , Leaders bear a grudge , Wear small shoes for you openly and secretly , Marginalize you step by step .

 

For example, your workload is obviously Xiao Wang's 1.5 times , The difficulty of the work is Xiao Wang's 2 times , But when leaders report work or nominate candidates for promotion , Don't look at this at all 2 The core indicators , Instead, choose the indicators that are beneficial to Xiao Wang . There is no way for you to take the leadership , Because there is no assessment mechanism , This 1.5 Times and 2 The number of times does not exist , Of course, leaders can selectively ignore .

 

3、 Who is better off with a humanized management team

Of course, for villains 、 Mediocrity is more beneficial .

 

A team without an assessment mechanism , Villain 、 Mediocre people can curry favor with leaders 、 Flattery is appreciated by leaders , And most of the truly talented people are unwilling to serve their leaders like this .

 

In the long term , The people gathered by the team are villains 、 Mediocre .

 

What is the hope of such a team .

 

4、 Humanized management is a fig leaf for management incompetence

Many teams turn to humanized management , It's simply because I can't bear it KPI Side effects . Then give up the examination completely , But without assessment, you can't show your sense of management existence , So I fell in love “ Humanized management ” This tall sign .

 

Here I quote a Baidu Encyclopedia definition of humanized management ： The so-called humanized management , It is to pay full attention to human factors in the whole process of enterprise management , A management mode that takes it as its responsibility to fully tap people's potential .

 

In this definition “ Fully tap people's potential ” It means giving full play to people's subjective initiative ,“ Pay full attention to human factors ” It means full respect for individuals , Let employees feel the humanistic care of the company . These two points are really out of touch with the core of team management , Even if these two points are achieved to the extreme , It doesn't mean anything , It can't improve the management level of the team .

 

Actually , If we don't look at the side effects ,KPI The management mechanism is actually very efficient . establish KPI Assessment mechanism team , It is usually possible to quickly identify talents , The speed of Identifying Talents represents the management level of a team . About the definition and evaluation criteria of management level , Please see the 《 How to evaluate the management level of a team ？》

 

that , Is there any way , It can be realized KPI It's efficient , You can avoid KPI Side effects ？

 

Yes ！

 

Our team has explored a new management mode , It can be realized KPI It's efficient , No side effects at all .

 

Next , Please see the management mode of our team .

 

5、 The management mode of our team

（1） We require managers to input every task assigned to their subordinates into the task system , It is forbidden to arrange tasks orally .

 

（2） Every task arranged by the manager needs to be evaluated Standard output Numbers , understand 《 What is standard output ？》.

 

（3） Every task arranged by the manager needs to be evaluated Difficulty value Numbers .

 

（4） Every problem in the work （bug） All need to be entered into bug Management system , And managers need to evaluate each bug The severity level of , namely Deduct points Numbers .

 

（5） Each employee needs to fill in the working hours of the day before leaving work every day , namely input Numbers .

 

（6） Every week, the system will automatically according to the preset algorithm , Will be more than 4 A number is weighted and summarized into a number , namely Contribution value .

 

thus , We have obtained standard output 、 difficulty 、 Deduct points 、 Input and contribution value 5 A digital , besides , We also get from the weekly report system Score from top to bottom and Score from bottom to top 2 A digital , in total 7 A digital .

 

We got this 7 What's the use of a number ？

 

Here comes the key ！

 

Let's take this 7 A number is not done at all KPI. Although I don't do KPI, However, the management of the workload of each employee in a certain period of time 、 Difficulty of work 、 Work quality （ Deduct points ）、 Working long and knowing , Employees also know that we have collected these figures . We just use this 7 A number to identify talents , then , nudges , I won't put this 7 A number of changes in performance evaluation , So there are no side effects at all , Team members will not feel the pressure of performance appraisal .

 

As a manager , We don't care about short-term 7 A number fluctuates , We look at the long-term impact .

 

such as , staff A And the employees B The salary and rank are the same , But recently A The average output of is only B Of 82.5%, Then the manager will find AB Understand why , yes A Work is not in a state or B The ability to improve ？

 

Another example , The company has newly recruited a senior engineer , After a while , The boss found that the average task difficulty of this senior engineer was similar to that of an intermediate engineer , At this time, the boss will have a deep understanding of the reason , Is the manager's task arrangement unreasonable, or is this senior engineer unworthy of his name ？

 

Another example is the promotion mechanism of employees 、 Bonus / Year end bonus payment , With this 7 Every number will become very simple . Here I will not expand .

 

The management mode of our team is compared with the traditional KPI There are mainly the following 2 Differences ：

 

（1） Conventional KPI It's short-term management behavior , Our management mode is long-term management behavior ,KPI The mechanism requires that the liquidation must be completed in the current period , So employees will ask themselves to complete every assessment period KPI The goal is , This brings great pressure .

 

（2）KPI The mechanism is to set the target number of assessment in advance , Our management model does not set absolute goals at all , Employees only need to work according to their own strength , We pay more attention to the horizontal comparison between colleagues , That is, the relative goal .

 

in short , Our management mode is to accomplish this without interfering with the normal work of employees 7 Data acquisition , Employees also know that we collected this 7 A digital , But employees don't know when and how we will use these numbers .

 

This will bring a magical management experience ：

 

（1） Employees must not be lazy easily , Because you are lazy and your colleagues are not lazy , So this 7 A number will show your true colors ;

 

（2） Employees have high autonomy , If the work efficiency is very high during this period , Then you can have a proper rest , If you encounter difficulties in your work during this period , In order not to make your numbers ugly , I will take the initiative to work overtime ;

 

（3） Employees are full of confidence in the fairness of the team , They will believe that if they do more and better, there will be rewards ;

 

（4） Employees pay more attention to the competition of professional ability , Rather than professional relationship management , The relationship between colleagues is more simple ;

 

（5） Employees will pay more attention to work quality , Greatly reduce rework ;

 

（6） Villains and mediocres are hard to survive in a team , And the team can gather more and more excellent talents ;

 

（7） Any newcomer to join , This mechanism can help managers make an accurate evaluation of newcomers in a very short time , It usually takes only a week , Make recruitment easier ;

 

（8） Managers will find that employees are promoted 、 Bonus payment and other work are no longer a headache ;

 

（9） Work and human relations are separated , Work is work , Human feelings are human feelings , Less human ties in work cooperation , You will find that the efficiency of the whole team has been greatly improved ;

 

（10） Managers will feel an unprecedented sense of control over the team , Including the progress of the project 、 Project quality 、 Sense of control of subordinates .

 

Etc., etc. .

 

6、 Conclusion

If you apply for a job , The other boss told you that the team implements humanized management , Then your heart should be vigilant , Your fairness in the team may not be guaranteed , also , Your next career will depend heavily on your direct leadership , If you bet right, the wind will rise , If you bet wrong, you will be miserable .

 

Humanized management , On the surface, it is for the sake of employees , Let employees feel the humanistic care of the team , At the same time, I don't want to increase the work pressure of employees , So as to stimulate the subjective initiative and creativity of employees . This starting point is very good , But it also costs a lot . Humanized management sacrifices the assessment mechanism , Let the core of team management —— Fairness is difficult to be guaranteed . A team without fairness cannot be developed .

 

and Tang Yu Pavilion The management mode established , Although it looks like KPI, But what we collect 7 Numbers are not used for performance appraisal , Only for identifying talents . This is reserved KPI The efficiency of the assessment mechanism , At the same time, it will not produce KPI Side effects .

 

in addition , Collected by Tang Yu Pavilion 7 A digital , Than in the traditional sense KPI Numbers , Too much accuracy . In the traditional sense KPI, Mostly through self-assessment + He commented descriptive Evaluate in a way , This evaluation method is too subjective and insufficient in objectivity , Therefore, the accuracy is similar to that of Tang Yuge 7 Heavy numbers are not the same . Read on 《 Tang Yu Pavilion 7 Attach importance to the digital evaluation system of talents , Bring a disruptive team management experience 》

 

Last , Welcome to pay attention to and use Tang Yu Pavilion （www.tangyuge.com）, A new management experience . If you agree with this article , Please give me your compliments ！ If you have your point of view , You may wish to communicate in the comment area , I will seriously reply to every comment .