Enterprise Business Plan
What business to open? What do I want from my business? Do I need a business plan? - such a set of questions torments future businessmen with sleepless nights. And…

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School Musical - the idea of business for creative natures
Business with little or no investment, Andrei Koryakov from Tver came up with an interesting and soulful one.The whole world is a theater!The whole life of Andrei was held under…

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Beekeeping as a business
For people who know how to handle insects, one of the most promising types of business is beekeeping. And indeed, if you are not allergic to bee stings and honey,…

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Opening of the entertainment center
If you are a well-to-do businessman, subtly feeling the fashion trends for entertainment and active recreation of any categories of the population, this idea is quite suitable for you. Especially…

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Business for the delivery of bouquets to the house
The story of how, in a short time, the FlowWow color flower aggregator managed to connect more than five hundred stores located throughout the country in its online spaces. To…

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Why performance evaluation systems don’t work

No less problematic is the formulation of the indicator itself. Often this is done almost at random, relying on hope or appeals to higher forces. Sometimes a more or less rational justification of a high level goal can be defined, but then the tasks of the lower levels are set so that they serve the achievement of the main goal. At the same time, middle managers do everything possible to ensure that the goals of the lower levels do not go beyond the limits of acceptable indicators.

It is believed that quantitative indicators should define “success” and “failure” and encourage people to improve. However, in practice, this turns into psychological stress in the team, an increase in anxiety among those who pass through the assessment, destroys the trust between managers and subordinates and opens the way to manipulation.

But worst of all is that indicators shape people’s behavior. There is such a phenomenon as “the prophecies come true themselves.” Establishing goals, managers to a certain extent based on their subjective perception of the abilities of the employee. And although this may not be true, the latter begins to perceive himself within the expectations of the boss and lose confidence that he will be able to perform more complex tasks.

If the managers decide to abandon the indicators, then the employees are likely to become confused, because they are used to working within the limits of the established tasks. And here managers need to be very clear and understandable to explain the logic of such a step.

Another problem with performance evaluation is the attachment to time. Do managers always take into account factors that are not influenced by employees? For example, the peaks and dips of the sales cycle may not always fit into the time frame of the appraisal period.

So, how to present negative aspects of performance assessment? First of all, it is necessary to introduce a structured system for making appropriate management decisions, when performance forecasts would be tied to a certain scale not known from where, but to a certain scale, and when potential risks would be taken into account.

The management team should systematically discuss signals that indicate the effectiveness of employees, promptly identify errors, analyze their roots (slowly, blame individual individuals) and try to find ways to remedy the situation. And then it will be a solution that can earn

How to make money selling perfumes for bottling?
Business profitable - buy at wholesale price and sell at retail price. In any city there is a place where you can buy alcohol for bottling. It works not only…

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Business weighing 300 grams or how to open during a crisis
The crisis, that only about him or wrote over the past six months. On the Internet you can find a huge number of articles, blogs and videos on crisis management.…

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