Contents of salesperson assessment system
Purpose
1. The ultimate purpose of evaluation is to improve employees’ work performance to achieve the company’s business goals, and to increase employee satisfaction and future sense of accomplishment.
2. The results of the evaluation are mainly used for work feedback, compensation management, job adjustment and work improvement.
Principles
1. Consistency: Within a continuous period of time, the content and standards of assessment cannot change significantly, and the assessment methods within one year should be consistent at least.
2. Objectivity: The evaluation should objectively reflect the actual situation of employees and avoid errors caused by halo effects, recency, bias, etc.
3. Fairness: Use the same evaluation standards for employees in the same position
4. Openness: Employees should know their detailed evaluation results
Elements of the salesperson assessment system
1. Strict system
Performance is an examination of employees’ past and present, as well as a prediction of their future behavior. Only when performance appraisal activities are institutionalized and carried out regularly can we fully understand the potential of employees, discover the problems of the company, and achieve efficient operation of the company.
2. Clear goals
As a management tool, performance appraisal must be combined with related personnel activities. These personnel activities include recruitment, promotion, training, and a combination of salary adjustments and rewards and punishments.
3. High transparency
The performance appraisal system must be sufficiently transparent. First of all, it must be unanimously recognized by the entire bank. Secondly, the assessment standards must be very clear. Assessment work can be carried out between superiors and subordinates through direct dialogue, face-to-face communication, etc. Black-box operations will not work. When implementing the principle of transparency, attention should be paid to the following points:
First, introduce a self-assessment mechanism. Through self-assessment, we can promote the realization of organizational goals on the basis of meeting personal needs. And if it can focus on ability assessment and conduct it within the scope of the intelligent qualification rating system, it can at least discover the gaps in employees' own abilities and make up for their own shortcomings.
Second, according to the different goals of the bank, performance appraisal standards and rules are introduced in stages, so that employees can have a gradual understanding and understanding process, and realize the interaction between the company and employees during performance appraisal.
Third, make the assessment activities public, conduct direct dialogue between superiors and subordinates, and introduce the original purpose of the assessment, namely capability development and development requirements, into the employee assessment system.
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