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传统绩效评估是 1997 年的产物|现代化您的方法

传统绩效评估不起作用——原因如下

绩效评估是大多数组织的传统做法,但归根结底,它并没有起到什么作用。有远见的组织希望员工能够融入文化,他们喜欢参与式的工作环境,但传统的绩效评估却恰恰相反。

传统的绩效评估包括经理为员工写一份评估报告,有时还会要求员工进行自我评估。由于大多数经理不会跟踪员工全年的工作表现,因此员工评估往往基于最近几周的情况。经理通常不喜欢做这项任务。许多经理对评判员工感到不舒服,并且只根据他们能记住的内容形成意见,这可能导致经理尽可能地推迟这项任务。此外,传统的绩效评估往往与加薪挂钩,因此经理知道,如果他们给员工的绩效打分不够优秀,他们就会限制员工的发挥。

传统的绩效评估无法鼓励真正的最佳绩效,因此是时候采取现代化的方法了。现代化方法的一项技术是获取员工的意见。这是管理者从员工的同事、直接下属甚至客户那里收集反馈的时间。收集到反馈后,管理者和员工一起审查并就反馈进行公开对话。他们可以共同制定一项发展计划,以提高员工的技能和知识。

现代化绩效评估的另一个部分是每年进行一次以上的评估。传统的评估每年进行一次,但工作场所在不断变化和发展,更定期地收集和提供反馈很重要。当员工意识到全年需要改进的事情时,他们就有更多时间进行改进。此外,它还为员工提供了制定自己的目标并设定实现目标的现实期限的机会。

还有许多其他策略可以提高组织内部的绩效,这些策略遵循更现代的方法。有关这些策略的更多信息,请联系我们的一位 经验丰富的招聘人员 今天!

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