How to assess the annual performance of subordinates?

Pay attention to the results as well as the process.

Doing the annual assessment, many people understand it as: the goal commitment made at the beginning of the assessment.

For example, the sales target promised by the sales department, the new product development promised by the R&D department, the production plan and output achievements promised by the production department and so on. By the end of the year, it is very simple and clear to speak directly with data and results, which is a very important part of the annual assessment.

It is also very important to evaluate how it is done. It is also important that many management will ignore this point. It involves the sustainable development of a person, a department and a company.

Did he finish it by himself? Did you use any abnormal means? Did he consider the interests of other departments in doing so? What resources did he use to accomplish these things? What is the price? Is it your own credit or environmental reasons?

Because if he is someone else's assistant, not even the main force, then this evaluation will be discounted. If a result is obtained by abnormal means, it may not be the result of next year or the year after. It is also necessary to calculate whether the relationship between pay and return is really excellent. If the overall environment is good and colleagues and competitors do better, then this evaluation also needs to be adjusted.

2. Absolute evaluation or relative evaluation?

Absolute assessment refers to his personal achievement of goals, such as personal sales. The number of product development completed by an individual can be scored as long as it is completed.

If a relative evaluation is made, it needs to be sorted. This is the cruel horse racing rules in the workplace. No matter how fast you run, you should rank in the end, and get the final assessment result according to the ranking.

In Internet companies, most technology companies adopted this rule, which was very cruel and was finally eliminated. This is also in line with the characteristics of the industry. The market competition is too fierce, so we should keep catching up. Either you die or I die.

In the operation class, many employees don't take this kind of relative assessment. Workers can finish as much as they want and do things as required. Wisdom can only be compared if it is judged first.

3, grading assessment, and finally tide over the difficulties.

The assessment should have a perfect standard system and be graded and layered. Simply put, managers and employees cannot be evaluated together. What they do, the resources they can mobilize and the ability they have are not at the same level, that is, the input conditions are different. It is not feasible to compare the final output results.

Similarly, employees of different levels in a department should not be brought together for assessment first. Employees need to be graded and stratified, and the evaluation and ranking should be carried out at the same level.

After the sorting of peer assessment is completed, all employees will be sorted. Need to compare the resources owned and acquired by employees. Under the same result, low-level employees should be ranked first. How to understand it? Low-level employees have achieved the same performance as high-level employees with relatively low wages and resources, so low-level employees should rank first in performance!

4, according to the assessment ratio, determine the training direction of important employees.

According to the above principles, after all employees are sorted, the assessment results will be set in proportion. Silkworm pupae are usually in third, fourth or fifth gear.

The third level is generally the principle of 27 1, which corresponds to the three assessment results of A, B, C, B and C.

Alibaba requires every employee to participate in the quarterly and annual "KPI+ values" double assessment, and the heads of all departments should assess all employees according to the performance appraisal principle of "27 1". The "27 1" performance appraisal principle divides employees into three grades:

1, employees exceeding expectations, accounting for 20% of the total number of employees. 2. Employees who meet expectations account for 70% of the total number of employees. 3. Less than expected employees account for 65,438+00% of the total number of employees.

In Ali, 20% of employees who exceed expectations should be motivated or promoted immediately, while 10% may be eliminated. This set of employee performance appraisal principles is very effective and has been adopted by many companies.

The first type of employees who exceed expectations by 20% are called Class A employees. What do you mean by Class A employees? It means that excellent employees have exceeded their goals and achieved unimaginable results. This is called Excellence.

The second category accounts for 70% of the expected employees, and is called Class B employees. He has met most or almost all the needs, that is to say, all the goals he promised at the beginning of the year have been completed.

The remaining 10% are called Class C employees, that is, employees who do not meet the job requirements.

The fourth grade refers to four categories of employees: A, B, C and D. A is excellent, B is good, C is qualified and D is unqualified. The corresponding proportion is generally 5~ 10% in part a, 40~45% in part b, 35~40% in part c and about 5% in part d.

The fifth gear is A, B+, B, C, D, A is generally excellent, 5~ 10%, B+ is stimulated, accounting for 40~45%, B is better, accounting for 30~35%, and C needs to be improved, accounting for10 ~10.

Companies can do it according to the actual situation, the main purpose is to distinguish the status and results of employees, and give annual bonuses, dividends and promotion and salary increase according to the corresponding assessment results.

According to the assessment results, we should focus on turning employee B into employee A or B+ into employee A.. Let outstanding people be better and promote the development of the organization. It may be cruel not to spend too much energy on C and D employees, but this is the way to organize operations and use the best resources on those who are most likely to produce results.