Implicit Performance Assessment Indicators: Neglected Gold

For employees above middle and top levels, in addition to explicit indicators, their team members also need to be assessed. In the assessment period, if there are outstanding employees recruited from key positions or trained internally, the results of this part should be included in their performance assessment; Otherwise, if the team has lost important key members, although the current explicit indicators have been completed in this assessment cycle, the implicit indicators should be considered as incomplete. According to the SuccessHR Capital Institute, "How to Solve the High Turnover Rate and Difficult Recruitment?" According to the analysis of the article, the loss of key personnel will inevitably lead to the reduction of work efficiency, the serious loss of team backbone, and the explicit indicators will also be reduced in the next evaluation cycle. According to the analysis of the SuccessHR Capital Institute in "How to Deal with High Turnover Rate and Difficult Recruitment?", the flow of key personnel will inevitably lead to a reduction in work efficiency, a serious loss of team backbones, and the explicit indicators will also be reduced in the next evaluation period.

If employees can put forward effective suggestions for the team in their daily work, their implicit performance should be improved accordingly. However, decision-makers usually only focus on the matters or personnel that help achieve the goals, but rarely focus on the proponents. As the idiom "Qu Tu Xi Xin" said, the owner did not listen to the suggestions of changing the shape of the chimney and moving firewood, which led to the fire. After the fire fighting was completed, the host only invited the people who helped in the fire fighting process, but did not thank the people who had raised suggestions. It can also be found from this allusion that effective suggestions can bring immeasurable economic benefits to the team, but they are often not given due attention.

Apart from the suggestion to add such implicit indicators to team members and teams, employees, as part of the enterprise, should also be assessed for the implementation of enterprise values. In the corporate culture of advocating "enthusiasm", "patience" and "team cooperation", if there are only impressive performance indicators and the employee is impatient or unwilling to cooperate in the internal team cooperation, the implicit score of the employee should be very low. On the contrary, if employees actively respond to the corporate values and effectively consolidate the corporate culture, it can greatly improve the stability of employees and stabilize the development of the Group.

From the above description, you should know that compared with the direct and clear performance indicators, the implicit indicators are usually difficult to measure. There is no widely unified standard to define excellent employees and perfect implementation of enterprise values. Compared with intuitive KPIs, it is much more difficult to judge performance indicators.

The implicit indicators mentioned above are usually in the quarterly evaluation period, and the results cannot be seen immediately. It may take half a year or even longer to expose the problem of brain drain; It may take several years to validate the value of strategic recommendations.

The assessment of implicit indicators usually evaluates the macro impact from the overall perspective. As mentioned above, the good implementation of values benefits not only the single department, but also the whole company to a large extent. However, it is easy for enterprises to fall into the strange phenomenon of focusing only on parts when conducting assessment. When setting up performance appraisal, enterprises often focus on individual or department indicators, ignoring the possibility of complementing each other between departments.

How to implement the assessment of implicit indicators?