Translated from 日本語 • View original Colorkrew (hereinafter referred to as "Karakul") is a company that is different from ordinary companies called Bali Flat, but in my opinion, the most important part of management is human resources.
Of course, this does not mean that you spend 90% of your time. But I think it's important to make human resources more like the company with that much weight.
So what is the other 10%? It's leadership to vision.
Leadership is to light the road ahead and take the lead, but it is the team and human resources that solve problems while running, so in the end, human resources are important there as well.
90% of HR is an evaluation system
Human resources are involved in a wide range of things, such as determining salary levels, registering goals, and providing benefits. Among them, I think the evaluation system is the most important.
Of course, it is important that the work you are doing is fairly evaluated, and if you feel that the evaluation is relatively unfair, no matter how high the salary level of the company is, dissatisfaction will accumulate.
It may not be an immediate exit, but it is always a dangerous situation that can lead to an outflow of human resources depending on the trigger.
There is no 100% correct evaluation system
As I often say within Karakul, there is no evaluation that everyone is 100% satisfied with. This is because each person has their own subjective views and has slightly different values.
Of course, by having common values for each company, we can share values at a certain level, but there are limits. Management that decides on the evaluation system needs to humbly understand it.
And of course, the current evaluation system is always subject to criticism, so it is important to have the mentality to withstand it.
Efforts to improve the evaluation system of Karakul
At Karakul, we are working on the following.
360-degree evaluation to choose your own evaluator
Disclosure of all evaluation details to the entire company
Real-time promotions and demotions that can be promoted and demoted every month
Of course, the evaluation function by Goalous evaluates while confirming the efforts of the period, so you can evaluate while looking at actual activities without being bound by impressions.
With Goalous, evaluators can see at a glance who has what goals and what activities they were doing, making it easier to evaluate. The evaluator is also evaluated after properly appealing to his or her actions (activities), so he or she can feel satisfied with the evaluation.
▼Comment from the evaluator (excerpt from the Goalous demo screen.) If you want to check the actual function, please contact us here. ）
360-degree evaluation to choose your own evaluator
First of all, you choose your own evaluator, so you can avoid a situation where you just have a bad evaluation just because you are not compatible, and your level of satisfaction will increase.
All evaluations are available to the entire company
And by publishing the contents of the evaluation company-wide with their real names, there is almost no rude content that can be thrown out. (When I used to publish it anonymously only to the person himself, there were some comments that were not good at saying.) ）
Real-time promotions and demotions that can be promoted and demoted every month
This eliminated the half-hearted evaluation of "I still have some issues to play, but I can't wait until next year, so let's get promoted this year."
▼ I also wrote about the evaluation system and the way of thinking about the evaluation of Karakul here.
The fate of the evaluation system must continue to change
I introduced Karakul's evaluation system, but in fact, it changes little by little every year. Currently, it is a method that increases the person's satisfaction, such as choosing the evaluator by themselves, but if the overall balance becomes unbalanced, I think that management may need to intervene in the selection of evaluators.
Not only evaluation, but if you continue to do the same thing for a long time, it will always cause institutional fatigue.
So you need to keep brushing up and sometimes making big changes to always work at your best.
▼Introduce the SNS-type goal management tool Goalous and change it to a satisfactory evaluation system
