How to make a year-end summary efficiently?

After today, only 1/12 of 217 will be left, and the annual year-end summary and evaluation will be put on the agenda.

at this time, I believe many people want to break their heads, and they haven't been able to figure out how to write it all day and night; So I searched online to see if there were any templates. Unfortunately, the year-end summary I found didn't seem to suit me either. More unfortunately, the big and small things I have done in the past year may be because the time span is too long, and some important events are either forgotten or there are too many events, and I am worried about how to extract from these events. Finally, there is still no way, find a template online, assemble an article as you like, and go through the motions.

But everyone in the workplace knows that the year-end summary is a platform for you to show, which involves promotion and salary increase, training opportunities, resource allocation and so on. If you let such a good opportunity slip through your fingers and give up, it's nobody's fault.

today, I'd like to introduce some tools to you, so that you don't have to worry about summing up this matter at the end of the year. Before introducing these tools, we should first make clear the purpose, object and focus of the year-end summary. These are the goals of our actions. Goals are like the end point. Only with the end point can we plan the voyage and ensure that the actual voyage is goal-oriented.

first, what is the purpose of making a year-end summary? There are only two kinds:

1. Get recognition: recognize me, praise me, reward me, give me a position or salary or opportunity;

2. Get resources: I'm desperate, exhausted and ruined. Give me resources or support or assistance.

second, who is the target of the year-end summary?

1. yourself (whatever you want)

2. leadership (pay attention to it, he can help you achieve your goal)

third, what should you write for the year-end summary?

1. What have you done in the past year?

2. What achievements have you made?

3. Remarkable advantages, points that need to be improved and challenges in the process of doing your work

4. Talk about your views on the past year and the year that is about to begin

5. Put forward your requirements: salary.

Tool 1: Structured Expression of SCQA

SCQA was put forward by Barbara Minto, a consultant of McKinsey. She is a divine person, and she also put forward a MECE rule. SCAQ is the acronym of four English words:

s: situation means scenario

c: complication means complexity, which means conflict

q: question means question

a: answer means answer

SCAQ standard formula can be expressed as SCA, which means background-conflict-answer. These four letters can also be deformed and combined into three other tricks.

move 1, straight to the point ASC: answer-background-conflict

boss, my mass production project of product A was successfully completed this year. Since the company was founded, this project of product A has been promoted intermittently for many years because of the immature supply chain. This year, although in the process of this project, we encountered the conflict between hardware and software systems and the loss of suppliers.

the first sentence is the key point, which is the result you want to report. The second sentence is background, and the third sentence is conflict (problem).

move 2, highlighting the worrying CSA: conflict-background-answer

Boss, that customer in Chongqing complained about the quality of the product and wanted to return it. What happened in June in the middle of the year, the internal and external coordination solution lasted for 5 months. It was all finished last month, and the customer was finally satisfied with the solution we provided.

The last sentence is the answer. Does the boss not praise the conscience? It's such a difficult job. The first sentence is conflict (problem), and the second sentence is background.

move 3, highlighting the confidence QSCA: question-background-conflict-answer

Boss, our biggest problem is the low product profit; (This is a problem)

In the past three years, we all want to raise prices or reduce costs; (This is the background)

However, if the price is raised, our products will lose their competitiveness in the market, while the internal staff cannot be reduced and the cost cannot be reduced; (This is a conflict)

This year we found a new alternative raw material with higher toughness and lower price, which increased the profit of our products by 3%. (This is the answer)

Using "structured expression", the year-end summary will naturally be concise and focused. Originally, you can only talk about two achievements in 6 minutes, but now you can talk about four or five achievements. The more achievements, the higher the probability of finally getting good opportunities and new resources.

at the end of the year, we don't have no focus, but no structure.

tool 2: KPI Key Performance Indicators

key performance indicators (KPI), also known as main performance indicators, important performance indicators, performance evaluation indicators, etc., refer to the most important indicators to measure the effectiveness of work, and are a tool for data management, which must be objective and measurable. Drucker, a generation of management guru, believes that the indicator "KPI" in key areas is "dashboard".

that is, when we sum up what we have done and what we have done is translated into achievements, we can speak directly with the data.

if you are in sales, you should present: sales volume, number of new customers compared with last year, payment rate, etc.

if you are in production, you should present: the number of finished products, the rate of improvement of production efficiency compared with last year, the rate of reduction of scrap rate, etc.

if you are after-sales, you should show: the number of customer complaints handled, the proportion of satisfaction with after-sales service increased compared with last year, etc.

if you are a human resource, you should present: how many new recruits have been recruited, how much the recruitment cost has decreased compared with last year, the training hours and conversion rate of employees, etc.

all the achievements are reflected in figures. There are two tips about the presentation of numbers:

tip 1: Please use charts to express numbers clearly;

Tip 2: when data is presented, it highlights changes.

See the following figure for comparison:

If you present your achievements digitally, who can deny it and who can refuse to accept it.

tool 3: BSC balanced scorecard

if you say that some of your work really can't be expressed by numbers, then you can use BSC. Balanced scorecard, abbreviated as BSC, was put forward by Robert Kaplan and David Naughton, famous teachers of Harvard University, in 1992. Its original intention was to solve the problem that the traditional performance evaluation system laid too much emphasis on financial aspects. However, after practical application, it was found that the balanced scorecard should be combined with the enterprise's operating strategy to give full play to the real benefits and purposes of enterprise performance measurement. Therefore, the balanced scorecard is not only a performance measurement system, but also a management tool of enterprise's operating strategy.

the balanced scorecard includes four aspects: finance, customers, internal processes, learning and growth. These four aspects are translated into vernacular:

1. What have I contributed to the boss and the company?

2. what have I done for my customers?

3. What new skills (training) have I learned? What new skills have I helped my colleagues or subordinates learn (internal sharing for employees)?

4. what contribution have I made to the company's process optimization and management improvement?

tool 4: SWOT crisis analysis and USED skills

SWOT Analysis in English, plus advantages and disadvantages analysis, TOWS analysis or Dawes matrix, is an enterprise competitive situation analysis method and one of the basic analysis methods of marketing, which evaluates the Strengths, Weaknesses, Opportunities and Threats in the competitive market.

We can refer to the use of SWOT in year-end summary, and then use the USED skill (use-stop-exploit-defense), that is, use, stop, succeed and conquer to sum up our past and talk about our expectations for the future. The details are as follows:

1. How to make good use of each advantage? How can we Use each Strength?

2. how to stop each disadvantage of yourself? How can we Stop each Weakness?

3. How to achieve every opportunity? How can we Exploit each Opportunity?

4. how to resist each threat? How can we Defend against each Threat?

when presenting your own advantages, you must prepare 1-2 actual cases as the basis. For example, please refer to the tool SCQA.

How to talk about salary expectation? Please refer to section 3 of my previous article, Your salary is your decision.

How to thank leaders? Refer to my previous article to praise leadership strategies, although I know that everyone is good at this.

Smart employees don't just treat the year-end summary as a simple report or a talk, because: this is an opportunity for the company to sell yourself, this is your unique show, and the boss will be a patient customer and listen to you.

Everything has its logic behind it, and any method has tools for reference. Did you get the tools and methods for year-end summary?