Performance management usually includes four management links: goal setting, process tracking, performance evaluation and performance result application.
Goal setting: let employees focus on the strategic goals of the organization; ?
Process tracking: regularly track the completion of the goal, provide necessary counseling and resource support, and ensure the realization of the goal; ?
Performance evaluation: measure and compare employees' work output and employees' contribution to the organization, and determine employees with excellent performance and poor performance;
The application of performance results: Through scientific evaluation and effective encouragement, we will create a cultural environment of more work and more rewards, and encourage employees to work with more motivation.
OKR helps teams and individuals to define their goals under the premise of defining the strategic direction of the enterprise, so as to better realize the enterprise strategy.
At the same time, as can be seen from the value definition of OKR:
1. Focus
2. Open and transparent?
3. Bottom up?
4. Is it impossible to challenge?
5. Stimulating internal drive is not directly related to salary.
If you directly use the completion rate of OKR for performance evaluation, it will bring several problems:
1. Unable to define the target: the business environment is changing rapidly, the market demand is highly iterative, and the competitors are fast-paced. It is unrealistic to set a suitable goal in advance and evaluate the performance; ?
2. Failure to fully release the potential: preset assessment objectives will induce employees to set low goals, dare not set challenging goals, or conduct innovative exploration with high uncertainty; ?
3. Game consumption between companies and individuals: the goal setting process is "several times", and a lot of time and energy are spent on the game, which has no effect on the promotion of really important things. ?
4.OKR completion rate ≠ output/contribution: Even if OKR completion rate is 100%, but the team is not guided to create effective output, the performance appraisal result will still be "bad review".
Therefore, we suggest that the completion rate of OKR should not be directly linked to performance appraisal. OKR target management is to create good output, not for evaluation, and performance appraisal should be based on OKR output/contribution.
Second, how to evaluate the contribution? 1, multi-source input-introduce more "goals" and "performance" to support management and decision-making.
The collaborative relationship of OKR can be used as the information input source of evaluation. In personal performance evaluation, partners (superiors, subordinates, peers and OKR stakeholders) can be invited to give feedback on cooperation. Multi-source information input can avoid subjective judgment and "recency effect" of managers to the greatest extent, and make an objective, fair and comprehensive evaluation.
2. Multi-dimensional evaluation-design a more comprehensive "evaluation dimension" to dig deep into the value of talents.
The individual's contribution to the organization is multifaceted, not just evaluating the OKR achievement rate. Personal contribution can be measured more accurately from the dimensions of performance achievement, mechanism standardization, talent development and cultural shaping.
Third, 360-degree evaluation
360-degree 360-degree feedback, also known as "360-degree assessment method" or "all-round assessment method", refers to the method that employees themselves, bosses, direct subordinates, colleagues and even customers evaluate people from all angles.
-Baidu Encyclopedia
1, the feedback information is more accurate and comprehensive.
Lincoln's famous saying is: "You can deceive some people all the time, or you can deceive all the people temporarily, but you can't deceive all the people all the time."
It is difficult for an employee to influence many people who have work contacts in the process of work. Using 360 to evaluate feedback information is more accurate and comprehensive.
2. The result is acceptable.
Compared with the traditional superior evaluation results, employees are more likely to accept feedback from the "masses" and are more willing to listen to the suggestions of the "masses" and accept suggestions for performance improvement. After receiving a 360-degree evaluation, the company will be delighted to find that the performance interview that used to be a headache will become more relaxed and enjoyable.
3. Improve the employee experience.
For the younger generation of employees, they pay more attention to the sense of experience in their work, which can break the barrier between superiors and subordinates and departments, participate in the company's personnel management, give them autonomy and control over their work to a certain extent, and improve employees' enthusiasm and loyalty to the company.
In fact, the 360 assessment method is no stranger in China, but many enterprises only use it to assess managers above the middle level, and only use it as a tool to help them fully understand employees besides KPI. Even because the enterprise itself does not have the cultural environment to really carry out 360-degree evaluation, its evaluation process is often a mere formality, and the evaluation results can not really be included in the assessment basis.
The premise of 360-degree evaluation and its value is to have a frank, open, trusting and equal cultural environment. This is also one of the prerequisites for OKR to land.
Therefore, OKR+360 degree evaluation is a perfect partner. Just as heating potassium permanganate can accelerate the production of oxygen, 360-degree evaluation can accelerate the value output of OKR.
Four. Steps of 360-degree evaluation scheme 1: Set the evaluation template.
360 degree process template customization
In personal performance evaluation, you can invite collaborators (superiors, subordinates and colleagues) to give feedback on cooperation. Multi-source information input can avoid subjective judgment and "recency effect" of managers to the greatest extent, and make an objective, fair and comprehensive evaluation.
The general process of 360-degree evaluation is: employee self-evaluation, colleague evaluation, superior evaluation, designated person evaluation, performance calibration and performance result confirmation. Enterprises can also customize the evaluation process according to their own characteristics.
360-degree indicator template customization
360-degree evaluation of individual contribution to the organization, not just OKR achievement rate. The contribution degree is multidimensional, such as "performance achievement", "mechanism standardization", "talent development" and "cultural shaping", which can measure individual contribution more accurately.
Enterprises can customize the evaluation index model through 360-degree evaluation according to customer needs, so as to make the performance evaluation more accurate.
Step 2: Start the evaluation.
1) evaluation management
2) "Start evaluation" in the upper right corner.
3) Select the OKR cycle to evaluate.
4) Circle the evaluation object (who needs to participate in this 360 evaluation)
5) Binding evaluation process
Step 3: Self-evaluation of employees
Employees first summarize their key work achievements and rate their performance, values and other aspects.
Step 4: Peer evaluation
In the process of 360-degree evaluation, employees receive the invitation of "peer evaluation" from others in "My Evaluation", and employees can see the OKR content and work summary of their colleagues, and combine their cooperation with their colleagues to make a comprehensive score according to the performance evaluation dimension.
Step 5: Superior Evaluation
When the employee's "employee self-evaluation" and "colleague evaluation" are completed, the employee's leader will give the employee a multi-dimensional comprehensive score according to the employee's self-evaluation result, colleague evaluation result, OKR content, work summary and his own management judgment.
Step 6: Assign Personnel Assessment
Step 7: Performance Calibration
When the whole process of employee self-evaluation, peer evaluation, superior evaluation and designated personnel evaluation is completed, managers begin to calibrate the results of initial performance evaluation to ensure that managers and evaluators follow consistent evaluation standards. Through performance calibration, the evaluation error can be avoided, and the accuracy and fairness of performance results can be guaranteed in a wider range.
Step 8: Confirmation of performance results
Employees finally confirm the results of their performance evaluation.
Summary: This performance evaluation method is not based on the OKR completion rate, but based on the actual output, so that employees can have no worries when making goals beyond. In the face of increasingly fierce market competition, enterprises should encourage employees not to preset ceilings for themselves, but to strive to challenge those seemingly impossible goals, use OKR target management to "rush", adapt to performance appraisal methods, and reasonably evaluate the value contribution of each employee.