Behavior assessment, in fact, I generally don't recommend it too much, but if you want to attract partners, you must evaluate behavior.
Why? Let's intersperse the relevant knowledge of equity incentives.
Are equity incentives a panacea? Are there any risks?
There are at least two major issues that need to be addressed:We often say that there are three elements of performance, including: performance, attitude, and ability.1) Equity corresponds to power, dilution of equity means that power changes, how to avoid power out of control?
2) After many people get equity, their income does not match the actual payment, which leads to drought and flood to ensure income, and inaction, what should I do?
1) Attitude indicators:
Enthusiasm, collaboration, responsibility, discipline ......
2) Capability Indicators:
Decision-making ability, organizational ability, personnel development ability, planning and execution ability, control ability, communication ability, guidance ability, innovation ability, coordination ability, professional ability ......
We refer to attitude performance and ability performance as peripheral performance, which can also be uniformly classified as behavior assessment.
The biggest problem with behavior assessment is that it is more difficult to quantify, and it is more qualitative design. In specific operations, behavioral indicators are generally divided into five levels, and scored according to the rater's understanding of the grade.
When scoring qualitative indicators, the understanding of each rater is quite different, which is plausible, so there is no very necessary assessment behavior for grassroots employees.
For partners, it is necessary to evaluate the behavior, and for cadres and employees, if it is really necessary, or the position is special, the evaluation behavior can be considered.
Homework: Please design your own job behavior assessment form according to your job attributes or job level.
Next episode: Performance Metrics Benchmarking.
If you feel a little help, welcome to like, comment, favorite, **article, follow the author: Huang Zhixin.