When a kind of habit that buckles money to become governor when assessment, the person that as time passes is assessed also can become coma -- did not forget: Examining an end is not the purse that should draw out the person that be assessed for nothing, improve to find out difference to give however!
Assessment establishs a standard, can person go up, below the person that need!
Do not have measure to cannot be measured. Will measure the working achievement of the person that assess with index, the subjective judgement that often compares controller lets person be convinced more easily. Those who adopt a standard measure let can person on, below the person that need!
Assessment drives away equalitarianism!
Equalitarianism penalizes the employee with outstanding outstanding achievement namely, urge the employee with poor outstanding achievement.
Working target is ambiguous, employee does not have direction hard!
Lack specific target, employee resembles walking in dense fog. Employee completes the work and be kept constantly on the run to supervise and urge when controller, complain subordinate is endless heart when, employee puzzles below however: What is the purpose that we do these works after all?
The target produces power, assessment gives pressure, responsibility of dynamical pressure = !
Want to let employee be happy to assume responsibility, should give power already, use force again. Resemble wanting to bring elephant aboard, have to in front take banana, from the back brandish is whippy!
From above to below decomposes a target, from bottom to top supports a cause!
Sectional objective is not decomposed, like a castle in the air, within sight but beyond reach! Must layer upon layer decompose, fulfil every employee, the target obtains employee to support only, ability hopeful achieves sectional work goal through individual effort!
Assessment form is not important, process management is a key!
The mistake that a lot of controller make easily is: The assess a form and ignored performance government essence of pursuant popularity -- improve continuously through be being achieved to the management of the process! The process communicates the key that directive ability is assessment mediumly in real time.
Superior is not a judgment, however coach!
An outstanding controller should be the adviser of subordinate and coach. Assessment is not for pipe, tell employee you became wrong I should punish you, how has been employee of the church in wanting the process that doing however done!
Assessment is evaluated is not to find out go to already, and should face future!
Always be hold tight lives the mistake of employee is not put, can let employee lose the confidence to the job only; And the result that knows to praise subordinate to go only, also meet abet and complacent mood. Assessment is evaluated should be based on the past, directive future!
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