The tester said, well, please go back to a very simple and clear question. Which of these three lines is as long as X-ray? In fact, people with a little IQ will clearly see that B-ultrasound and X-ray are the same length.
But when this question was asked, nine people said A in unison, but A was obviously much longer than X, but everyone said A, and then the people who were tested were stunned. What happened? He stopped talking. At this time, the person who conducted the test said that it seemed that someone didn't speak. I have to ask again, which of these three lines is the same length of this X-ray? The testee was about to answer when nine people said, A. The testee was particularly at a loss and at a loss. What did he say? Am I wrong?
A few minutes later, the experimenter said, it seems that someone still didn't answer. Our test requires everyone to answer. So, please tell me which of the three lines is equal to x? At this time, the individual said at the same time, A.
That's right! That's right! You see, this is not clear, so we think that X and A are equal in length. Later, the tester asked the silent subjects, young man, do you think those two lines are the same length? The man thought about it and said firmly, I can see that it is A, that is, A is as long as X.
Results 100 people were tested, and 38% of them would answer that A is as long as X. This is a famous psychological test called conformity test.
The fact is, after consideration, more than one-third of people will succumb to the pressure of the masses and choose the wrong answer.
In the enterprise performance appraisal, we often make such mistakes. If a department manager thinks that someone in his department is particularly excellent and wants to give him high marks, but this person just doesn't have good interpersonal relationships outside, so people outside say that this person can't do it. At this time, the manager clearly knew that he had completed this year's index, which was excellent, surpassing everyone, but he dared not give him high marks. This is called conformity psychology. You can pull down his share, because if you give him high marks, you will be different in the eyes of others, and you will be different. This herd mentality is really harmful, because it directly affects the fairness and unfairness of employee evaluation. Maybe a person's popularity is a little bad, but excellent young talents are stifled by conformity psychology.
In fact, employees really want to know whether they are doing well in the company, but the premise is that the company must have a fair evaluation system to give him a sense of identity.
If he finds that the appraiser has blind spots, recent behavioral deviations and conformity, so that he can't get a fair evaluation, the employee turnover rate in this case is higher than at any other time, which means that the department manager has not done a good job. Therefore, it is necessary to remind people who directly evaluate employees to be alert to this misunderstanding. ,