【原】【管理英文】请看，绩效考核之常见三大问题

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绩效考核之常见三大问题

Performance measurement is a very effective method for analyzing the way a part of your organization performs – or even the whole organization itself. It has been used in many professional circles for quite a while, and it now has an established place in many industrial environments. The methodology has evolved quite a lot since its initial inception, and it’s important to keep some things in mind when applying it — otherwise you risk running into some common problems. 

对于分析组织的运作，甚至整个组织本身而言，绩效考核，都是一种非常有效的方法。绩效考核，已经在许多专业圈子中使用了相当长的一段时间，现在已经在诸多工业企业中得以认可。该方法自创建以来，已经得到相当地发展，在应用该方法时，请记住一些重要的事项，否则，很有可能会让你遇到一些常见的问题。 

01

数据收集和分析方法不正确 

Incorrect data collection and analysis methods 

数据收集和分析方法不正确 

Performance measurement relies heavily on good data, so it makes sense that making a mistake in this area can have a very severe negative impact on your results. Nowadays we have many tools at our disposal for the purpose of data collection, retention, and analysis, and it’s important to make good use of everything you have available. 

绩效考核，更多依赖于好的数据，因此，在数据收集上犯错误，会对结果产生非常严重的负面影响。现在，我们有许多工具可以用来对数据进行收集、保存和分析，要充分利用所拥有的一切，这一点非常重要。 

It’s a good idea to have some systems in place to perform sanity checks on the collected data as well, as you never know when one of your collection systems might malfunction in some odd way, producing a set that has a few tiny, but important, details wrong. 

拥有一些合适的系统，对收集到的数据进行合理的检查，这是很不错的主意。因为，你永远不知道某个数据收集系统可能会以某种奇怪的方式出现问题，进而导致一系列微小却很重要的细节上的错误。 

Another point to keep in mind is to have a good system in place for pruning irrelevant old data. This can become quite problematic over time, especially if your systems keep changing in specifications every now and then. It’s okay to maintain old data sets that have been captured on a different version of the system, but you have to ensure that there is some process in place to align the different data sets. 

另一点需要牢记：要有良好的系统，来去除不相关的旧有数据。随着时间的推移，这可能会变得相当有问题，尤其是如果系统伴随需求不时地发生变化。对在系统中的不同版本上捕捉到的旧有数据进行维护是没问题的，但是得确保要有一些流程对不同的数据集进行校准。 

02

绩效考核方法运用不连贯  

Not applying the methodology consistently 

绩效考核方法运用不连贯 

Performance measurement is not something you should do once and then forget about it. It’s a continuous, ongoing process that must be integrated tightly into your operations if you want to see good results from its application. This means that you should instill this attitude in your employees on every level of the organization, from top to bottom. Make sure that everyone is on board with applying performance measurement, and that there are processes in place to control its use. 

绩效考核，并不是仅仅做一次考核，然后将之忘之于脑后。这是一个持续不断的流程，如果想从对绩效考核的应用上中看到良好的结果，你得将其与企业紧密地结合在一起。这意味着你应该以自上而下的方式向组织的每一级的员工灌输这种思想。要确保每个人加入到运用绩效考核的队伍中，并要拥有适当的流程来管控绩效考核的使用。 

This applies especially strongly to the data collection facilities involved in your performance measurement system. Make sure that everyone knows what data points are important in your analysis, and how to organize the collected data to make it more accessible and presentable. 

这特别适用于与绩效考核系统有关的数据收集功能。请确保所有人都了解哪些数据点在分析中非常重要，以及如何处理收集到的数据，并让其以更易于理解与符合要求。 

And of course, this also means that whenever your data collection practices change in some way, you must communicate this to everyone involved as clearly as possible. A common problem observed in organizations applying performance measurement is that they communicate changes like these too late or not clearly enough, leading to confusion in the way data is collected. This can subsequently lead to the kinds of problems we mentioned in the first point above, and it’s clearly a situation that should be avoided. 

当然，这也意味着当数据收集方法在某种程度上有变化时，你得尽可能清楚地把这一点传达给与此事相关的所有人。在应用绩效考核的组织中观察到的一个常见问题是：变化传递的太晚，或者不够清楚，从而导致数据的收集方式产生混乱。这可能会导致以上第一点中所提到的各种问题，显而易见，我们需要避免这种情况出现。

03

03

对良好的绩效有错误看法

Having the wrong idea about good performance 

对良好的绩效有着错误的看法 

It’s not always easy to define “good” performance, and many large organizations are still struggling with this on many levels of their work. This is somewhat relevant to the first point in this article, but it’s also a separate issue. If you don’t know what your performance targets are, you might end up moving in the completely wrong direction as a result of the analysis performed on the collected data. 

定义“良好”的绩效并非易事，许多大型组织在诸多工作层面上还在努力应对这个问题。这与本文中的第一点有一些联系，不过，这也是一个单独的问题。如果不清楚绩效的目标是什么的话，那么，鉴于对所收集到的数据进行分析，最终，很可能让你方向完全错误。 

What’s worse, sometimes this kind of mistake can compound over time, requiring you to go back over a significant period to undo the damage. It’s rarely easy to recover from a situation where you’ve been putting a lot of effort in the wrong area of your business, so it’s best to try avoiding this kind of situation altogether in the first place. 

更为糟糕的是，有时，这种错误会随着时间的推移而变得愈发的复杂，这就要求你在某个重要的时间段去重新消除影响。很难从一个已经投入大量精力的工作误区中恢复过来，所以，最好是在第一时间就完全避免这种情况出现。 

On the bright side, once you’ve defined your performance targets properly, and you also have good systems in place for measuring that performance, you can see a great improvement in your operations, and you’ll move towards your target in great strides. At the same time, it will be easy to undo any damage that’s been caused by wrong moves on your side. 

好的方面是，假如对绩效目标进行了正确的定义，那么，也就有了不错的系统来进行绩效考核，你还可以看到企业有了很大的改进，而且，你会朝着目标阔步迈进。与此同时，消除因为方向问题导致的影响也会变得相对容易一些。