Translated from 日本語 • View original In September, it's time to worry about personnel evaluation. In any organization, how to evaluate who is the ultimate challenge is an eternal challenge. This time, I would like to write about my evaluation.
Why can't you evaluate your ability as it is
Recognition represents a person's value in that organization. So what is "value"?
Value is the ability you have demonstrated.
Conversely, if you have an ability but it is not demonstrated, it is not called value.
Therefore, it is not because "Mr. A can do 〇〇", but because "Mr. A can demonstrate his ability to do 〇〇 and produce results".
What is an Achievement?
When it comes to results, the first thing that comes to mind is "achievements". (Business performance is complex in various ways, such as short-term, medium- and long-term, direct and indirect.) This time, I will omit it because it is out of purpose. What else is there?
I think there are two more important results.
One is to contribute to the vision. While the vision is unique to each organization, moving the team forward towards the vision should be considered as an achievement.
The other is to contribute to the team's values. For example, Colorkrew (hereinafter referred to as "Karakul") has the value of Open Challenge Kizuna, and I believe that if we can contribute to raise those values even more than before, we can call it an achievement.
To sum up, what is the result?
performance
Contribution to the Vision
Contribution to Values
It will be.
People who are highly capable but not appreciated
In any organization, there are people who are smart and have outstanding abilities, but their evaluation is somewhat unclear. That person may have contributed to business performance, but has not demonstrated the other two results.
Also, in terms of the other two achievements, isn't it holding the team back?
For example, in Karakul, people who want to remain thoroughly closed to "openness", which is one of the important values. No matter how good your performance is, it will be negative in your contribution to values.
Evaluation is the most important management job
Organizations have a vision, they have a business. The company is built with the highest purpose of leading these to success.
And it is the team that does it, the members who form it. Therefore, the members and teams are the organization itself, and above all else, it is the one that precedes it.
From this perspective, it becomes clear that evaluating members with solid standards is the most important issue.
I believe that the most important task of management is to create a state in which people understand and are convinced that the evaluation is fair based on their values.
Is the individual or the organization bad?
So far, I have written about evaluation from an organizational perspective. But I don't think it's bad for individuals who are never evaluated.
People have their own values, and there may be organizations that can come to terms with them, and sometimes there may be organizations that do not match their own values. It is also possible that you cannot sympathize with the vision of the organization.
There are three options for people who do not match the organization's thinking but want to be evaluated more firmly.
Change the organization's values
Transfer to an organization with similar values (change jobs)
Create your own company or organization
The worst thing is that I have been complaining for many years, saying, "I should be evaluated more, but I am not evaluated because the organization is bad." In such cases, I recommend that you stop blaming others and think about how to put yourself in an environment where your worth is appreciated.
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