Many companies will select outstanding employees at the end of the year, but often the results of the selection will definitely make the chickens and dogs jump, and most employees are not satisfied. How many outstanding employees are evaluated, how many places are in each department, and what criteria are used to evaluate?
First of all, we must have a belief that there is no absolute fairness in the workplace, only relative fairness, and nothing can be done to everyone's satisfaction.
So how to select outstanding employees is more reasonable?
1.Determine the selection criteria.
Different companies, different departments, and different positions have different standards for excellent employees, so it is necessary to quantify as much as possible and reduce the part of subjective judgment.
From top to bottom, from the whole to the individual, first according to the company's performance to determine how much the total bonus package is, the number of bonuses are small, how many bonuses, and then according to the completion of the department's work, the number of departments to determine the number of places in each department, and finally determine the criteria for employee selection.
What are the general criteria, such as the performance of all people, the number of years of work, the educational background, etc.; What are the standards for different positions, such as the achievement of sales performance, the proportion of after-sales complaints and praises, the daily report and praise of functions, etcA relatively objective reflection of a quantifiable measure of an employee's contribution to the company.
We all know that the selected outstanding employees are the benchmarks set by the company and the objects for other employees to learn, so we must discuss and consider more when determining the standards.
2.Publish the standards in advance.
On the one hand, this is a reflection of the company's employment standards, on the other hand, it also allows employees to know the direction of their efforts in advance, rather than to evaluate, before announcing the standards, employees want to work hard do not know which direction, the standards can be fine-tuned according to the needs of the company, but do not always change back and forth, which will make employees feel that the company is not accurate, swaying.
3.The selection process should be made public.
After quantifying the standards, for those who do not meet the standards, they will directly explain the standards, and for those who do not meet the standards but exceed the quota, the members of the selection committee can be organized to vote and announce the voting results.
The selection of outstanding employees is not only the end of the evaluation process, but also the support of data and standards in the early stage
If the company is still relatively small, then set up more rewards: there are outstanding employees selected by department leaders, there are popular kings voted by employees, there are performance kings ranked according to contributions, there are technical professionals with technological breakthroughs, more dimensions, and more people to participate in the evaluation process.