The importance of enterprise KPI assessment? How to implement it will be better!

KPI emphasizes to prove work ability with work results, and to prove actual ability through the stable work performance of the assessed in the natural state. In the process of enterprise management, the purpose of requiring posts to have certain abilities is to expect on-the-job personnel to have expected work performance and achieve predetermined work goals. The ability to achieve the goal is real and effective and valuable to the enterprise. If we use an exam or a test to evaluate the ability, it will deviate from the purpose, making employees spend a lot of time and energy to study the methods and skills to deal with the evaluation or test, and some even resort to deceit instead of improving their ability and performance. The evaluation of KPI standard adopts the method of obtaining evidence, and it is a very objective, fair and effective method to collect evidence that employees meet performance standards from specific work results or find out the gap with performance standards.

In the past evaluation process, there has always been an antagonistic relationship between the evaluator and the assessed, and there have always been differences in the boundaries of evaluation levels and proportions, and the ways of comments and criticisms. This often fails to reach the assessment results, which also hurts the organizational atmosphere to a certain extent, and the assessed person has not made continuous progress because of the assessment. Its root lies in the unclear relationship between the evaluator and the evaluated. Appraisers are regarded as supervisors and judges, while appraisers are only regarded as executors and authenticatees. In this way, nature is in an unequal position from the beginning, resulting in opposition. In the KPI evaluation method, the evaluator and the evaluated become equal evaluation partners, and everyone learns together and makes progress together. The purpose is to improve the ability of the assessed as soon as possible and reach the performance standard.

This partnership is first reflected in the formulation of the evaluation plan. KPI emphasizes that any evaluation scheme must be the result of consensus reached by both parties through discussion. Through the discussion of the connotation of performance standards, both sides have a unified understanding, which is convenient for the assessed to establish clear goals, carry out their own work according to the requirements of the standards, and make corresponding judgments against the standards in the future. The way, time, type and quantity of obtaining evidence are also agreed by both parties in advance. Even after obtaining the evidence, what kind of judgment procedures and methods will be carried out are agreed in advance. This whole process of making evaluation plan through performance interview fully embodies the spirit of mutual trust, unity and cooperation between the two sides.

After on-the-spot observation of the appraisee, the evaluator should summarize and tell the observation results in time, including the aspects and shortcomings of doing well. After the assessment of an element or a period, the appraiser should also feed back all relevant information to the appraiser in a timely manner through appropriate means. The feedback method is very humanized, which can make candidates willing to accept and really benefit. The essential feature of this evaluation method lies in the assumption of human nature, which holds that people are self-respecting, fulfilled and willing to cooperate with others. Therefore, when pointing out the shortcomings of others in doing things or being human, we should praise them first, praise their bright spots, and let others open their hearts with trust; Then, according to the facts, clearly point out what he should pay attention to and improve, and help him make improvement plans; Finally, ending the conversation with praise and encouragement gives people hope and courage. In this way, no matter whether the candidates pass the exam or not, they seem to have received a gift: either a positive result or an improved plan, both of which are very valuable.

In the whole evaluation process, the evaluator strictly grasps the standards and tries his best to help the evaluator work towards the requirements of performance standards. Through observation and evidence collection, the appraiser can know what he is doing, how to do it, how far it is from the standard, and how to improve it to meet the standard as soon as possible. The real purpose of evaluation is to help each other, learn together and make progress together, just like partners.

Department heads should attach importance to KPI indicators and always maintain the concept of management optimization. There should be a special person in charge of evaluation, and a management model for KPI application should be established. The definition of KPI, multidimensional data statistics, objective analysis and the concept of continuous improvement are the basis for the successful application of KPI. At the same time, various forms of training and publicity contribute to the development of KPI application. In a word, drawing lessons from the core ideas and methods of KPI standard and its evaluation method will not only help to optimize management, but also help to improve the evaluation system and evaluation system.