Occasionally, our meeting of on-the-job field does not like the body the thing of performance assessment and so on, when because feel to seemed to return again so,going to school, the exam gets result. But assess dispute to often be necessary actually, a successful industry leader, must make to everybody at any time and place discriminate and value judge.
Want to know the person is not a sage, everybody has miscellaneous 7 miscellaneous the desire of 8, come up against appropriate atmosphere, be about to expand, be about to make unfavorable to the group thing come. So the enterprise must have rigid system and standard to restrict the action of people, make everybody makes clear game regulation, the protection that getting a system and restrict.
There is on tubal a Confucian school of idealist philosophy of the Song and Ming Dynasties " end eliminate rule " , just as its name implies falls into disuse namely most end personnel, although cruel but do not do not have a truth. By the CEO before GE company Jackie Welch puts forward it, he thinks to differentiate employee for distinct category, try strictly to distinguish next treat, eliminate the ultimate ability that will produce a person through competing. This also is Welch place praise highly " vigor curve " , this one curve is considered as one of a magic weapon that bring infinite vitality to GE.
01
GE (company of current electric equipment) with making a person almost inconceivable speed grew a few years continuously, created the miracle on enterprise phylogeny. The entrepreneur of the whole world is exploring the secret with successful GE.
In vigor curve, welch is advocated to the utmost undertake distinguishing stoutly to employee performance in the organization, advocate and insist to execute fine to fall into disuse make. End concentration is the enterprise is the need of contented competition, adopt scientific evaluation measure, have reasonable sort to employee, it is inside certain limits, execute award actor to punish bad, to ranking retrospective employee, give with certain proportion tone hillock, demote, fall firewood or come off sentry duty, repulsive behavior. Its purpose is stimulative on guard person arouse working latent capacity, gain competition ability for the enterprise.
It is cross axle with outstanding achievement (by left decrease successively right) , it is x-axis with the quantity of the employee of this kind of outstanding achievement is being obtained inside the organization (by fall to increase by degrees up) .
Use this piece of normal school to pursue, you will distinguish very easily the of 20% employee that gives outstanding achievement to discharge advanced face (A kind) , the of 70% employee among (B kind) discharge retrospective with outstanding achievement the employee of 10% (C kind) .
A kind it is passion is full of, be brave in responsible, thought is open, rich a batch of employee of foresight, they not only oneself is red-blooded, and capable to drive the person all round oneself to improve the manufacturing efficiency of the enterprise.
Whether to have this kind of intense emotion, it is A kind employee and B kind the biggest distinction of employee, general Electric Company throws a large number of energy to raise B kind the level of employee, one of main jobs of sectional manager help B namely kind employee becomes A kind employee, is the energy that wants him implementation of ground of willingly bear the burden of hard works and value not just, this is the glamour of performance management.
C kind employee is insufficient the person that oneself work, their more is blow others, is not incentive, it is to make the target comes to nothing, is not to make the target comes true, as controller, cannot be in C kind time is wasted on employee body.
This kind evaluates the method of resource of the manpower inside the organization, welch says for " vigor curve " .
02
Annual, welch asks each GE company is them all high-level leadership staff classify sort, ask they must distinguish giving what person is best 20% (A kind) , what person is intermediate macrocephalic 70% (B kind) , what person is belonged to the poorest 10% (C kind) , the requirement raises wage of the full name of these people, position and firewood fulfil, behave the poorest employee to want to be washed out normally.
Welch thinks, undertaking distinguishing always is not accurate without by accident, miss a few star or promising young person possibly also, but the possibility that trains complete star group rises greatly. Welch thinks this is all secret that builds a great organization. Year answer a year, distinguish compulsively make a threshold higher and higher, enhanced the arrangement of whole organization thereby. This is the reason that the CEO that there is many 170 company in 500 strong companies of world comes from GE.
The vigor curve of Welch gets the company rewards the support of the system. Raising authority of salary, stock period and position to promote to a high office is main content of award.
Welch thinks, a kind the award that employee receives should be B kind of employee 2 to 3 times. To B kind employee, also want every year to affirm their contribution, give award. To C kind employee, whats ought not to get.
03
Vigor curve produces effect in GE, because Welch group spent 10 years of time to build culture of a kind of performance in GE,be. In culture of this kind of performance, people can undertake be communicated bluntly and be passinged on on any administrative levels. Frankness and the cornerstone that making public is culture of this kind of performance, welch does not advocate in what do not have base of culture of this kind of performance the enterprise organizes strong exercise to use vigor curve.
Although be in the United States disposition of such a nation with candid and celebrated, in the social culture atmosphere that whole society advocates to the individual struggles and compete each other. Executive vigor curve also is not an easy thing, distinguish through a few rounds especially and after fine falls into disuse, the person with very poor performance has been washed out almost, the person that stays in the organization looks very outstanding, various director is subjective go up to had compared difficulty to distinguish following again an A kind, B kind with C kind. A lot of directors cannot bear the heart puts not poor stuff C kind will be fallen into disuse to go out namely of the bureau 10% in.
To wishing to become the administrator with employee divisional performance, the strong way that Welch takes: It is to stop the premium that delivers whole company or branch, until make divisional till; 2 be be determined to not be willing to do divisional administrator to put C kind, fall into disuse.
Welch acumen ground discovers, theoretic 360 degrees of very perfect assessment, action actually very finite. When just beginning to carry out 360 degrees of assessment, handler still can make component to be the same as class according to true condition, but before long, metropolis each other makes high component between handler, fall " everyone is happy " ending. So, welch view issues ability to use 360 degrees of assessment in very essential condition only.
Altogether, the foundation of method of assessment of Welch type performance is to build performance culture, form frankness and public culture atmosphere above all in the enterprise. On this foundation, distinguish stoutly to various employee performance, pull out in the general a short person, fall into disuse relative to 10% poorer. Implement different promotive plan to the employee of different performance.
04
Vigor curve needs to reward a system to support, a kind employee can get major equity and profit, lose A kind employee is a kind of fault, must have deep love for them, do not lose them, every time loses A kind employee wants after the event to analyse and must find out these losing administration controller. The most important is employee is in grow ceaselessly.
Some people think employee from bottom 10% cleared going out is wild action, the thing is not such, letting a person wait for the environment that be in and can not yield his growing progress just is real wild action. Because fall into disuse in company interior, he still has an opportunity to seek new opportunity, if let things drift, he is washed out probably finally by the society, this ability is the most terrible.
Vigor curve can produce effect effectively, because be in culture of this kind of performance,be, people can undertake be communicated bluntly and be passinged on on any administrative levels. Performance management is a very good government tool, the system is integrated other administrative ideas and method, although have deep intention,it goes up in management, but operate easily, can breed good company culture in this process. And be in current China, how many enterprise had this to plant again with " frankness and open " the performance culture that is cornerstone?
End washing out law just as its name implies is " the employee after relying on working outstanding achievement falls into disuse " , it is the need that the company competes to satisfy the market character actually, after behaving the assessment that makes science to the job of company staff, have classification or sort, and according to certain scale level, end a few give tone hillock or repulsive behavior.
Arrange ／ MBA wisdom library integratedly 100 divisions
The near future is popular article:
