Why are performance appraisals ineffective for small and medium-sized enterprises now? What KPIs, OKRs, ratings, evaluations, and scoring are outdated models, isn't this an increase in internal friction for the company?
From the perspective of the boss, the performance management of the enterprise is nothing more than wanting to achieve the goals set by the company, and ultimately wanting to have performance and profits, but what employees think in their hearts is not, what employees want is a salary increase, and they hope that their wages will be higher. But the underlying logic and methods of our performance appraisal operation are against human nature, performance appraisal also identifies and measures employee performance, value and ability, and makes a round of very complicated, but employees feel that performance appraisal is not good, very annoying, disgusted, because we use deduction points and fines, employees must resist, think that the boss deducts wages in another way, once employees resist performance appraisal, you either enforce it like a large company, but in fact it is difficult.
In fact, the owners of small and medium-sized enterprises should study how to make employees like the assessment and how to motivate employees, so that they can stimulate the vitality and creativity of employees, employees will like it, and the company can achieve its goal and achieve performance and profit growth, which will be effective. If employees don't like it, oppose it, and the state is affected, how can there be better performance, and it is impossible to achieve the goal. Therefore, many enterprises have engaged in a lot of ineffective assessments in human resource investment, wasting energy and cost, so it is better to cancel them directly.
An enterprise must be operation-oriented, result-oriented, rather than management-oriented, because management is to spend money, and management is to make money, as long as an enterprise has performance, profits, good results, sustainable growth, all problems are not a problem.