Should kpi be abandoned?

As the year is approaching, most people are busy with traffic all the time, and the WEB system is full of pop-ups and tips that ignore the user experience. As insiders, everyone knows why they came. As its origin, KPI system has been controversial, not only for grass-roots employees, but also for managers. What are its negative effects and why do they exist? How to solve the problems it brings, should we give up or continue to hold it as the holy grail of enterprise management? Please read this article. The irrationality of a system is often more easily exposed. Many people will inevitably have personal feelings. First of all, let's start with the disadvantages brought by the KPI system: First, the lack of innovation: KPI is pre-established and contractual, and should not be changed, but the result of innovation is unknown. How many real innovations can predict how much an indicator will improve? When you are not sure whether it is feasible, do you dare to take risks with your girlfriend's gift money, parents' alimony and children's milk powder money, or even the annual bonus of the whole team? Lduo innovation and rduo? Second, no one cares about details: KPI is often a point, such as a number or&; Lduo finished products &; What does rduo do? With KPI, employees' attention will stay at that point. If a salesperson's KPI is the daily quantity, she is not interested in considering her attitude towards customers. If a designer's KPI is how much interface design work he has completed, he may only want to deal with a few more UIs every year, but he will also be indifferent to the neat arrangement of pages and the real user experience; Third, it is not conducive to the formation of team cohesion: with the performance bonus grading ratio of 72 1, from this perspective, everyone's work goal is not to do a good job, not to work together, but to compete with teammates. For superiors and subordinates, it is no longer the relationship between comrades-in-arms and friends, but only the grading and combination of KPI. When a supervisor wants to accomplish something with his team, should he try to make every member give full play to his 120% strength, or should he let some annoying cows climb a tree and let them take the blame when distributing bonuses? Fourth, pursue the surface and bury the problem: KPI has time limit, the so-called short-term goal. However, some work will inevitably be basic and sexual, and it will not show immediate results. More people may be willing to stay on the surface of rapid improvement in order to get high marks in the assessment, but the problems after burying the appearance are getting bigger and bigger, and the relevant personnel have already left their jobs for promotion; Fifth, it is not conducive to cooperation between teams: every team has its KPI, and it is very common that resources must be combined into a product chain across teams and departments. If the resources needed by one product are not the KPI of another team, the resistance to work advancement can be imagined. Therefore, in many large enterprises, there are few products that can achieve success across departmental resources; Sixth, regardless of long-term and short-term plans, it is not uncommon to cheat to promote students: it is not uncommon for such phenomena to be represented by the end of the year. There is always a big gap between solid work and specific figures. How can it be compared with this way of counting directly for the sake of counting? What's more, there are always some unpredictable factors that affect the achievement of KPI, such as the involvement of competitors and the loss of other related departments. But the bonus can't be ignored and the assessment has to pass, so the user experience is nothing. Seventh, in order to maintain the operation of KPI system, the whole management system itself will also consume a lot of money, whether it is the human resources department or the upper, middle and grass-roots significance. So what is the meaning of KPI? Why do companies still need it? Its core idea is to quantify the work and take quantitative indicators as the expression of work results, so as to maintain the relative fairness and justice of interest distribution, limit the authority of managers and avoid the breeding of phenomena; Second, the contract-based target management system with certain initiative can improve execution and control costs. The reason is that the information is not equal. Neither managers nor employees can know everything inside and outside, so KPI is a work goal and a simple expression of the achievement of the goal. We can take China's units and state-owned enterprises as examples to see the terrible lack of this system. Because there is no clear performance index, it has evolved into a strong bureaucracy and a more serious performance (achievement) doctrine. Due to the lack of clear product goals and statistics of product application indicators, they keep chasing more grandiose concepts and more gorgeous surfaces (such as interfaces), regardless of cost and feasibility. Because there is no clear indicator feedback, projects abound, and leaders can distribute benefits at will, so the hard-working ones are often eliminated, and the flatterers and backstage hardliners rise to the top, eventually forming a reverse elimination. At present, KPI is more positive than negative to the system in most cases. The problems it brings are not very acute except that there are few scenes and employees and managers are extremely irresponsible. But we can't ignore the problems it may bring, such as creativity, details, cohesion, teamwork and so on. Lack of this will put us in a bad position. How to solve these problems? In fact, there is no perfect system to correct KPI, and there are only two ways to solve the problems brought by a system. One is to give checks and balances through people's subjective initiative, and the other is to constantly revise its specific plan. First, give full play to the subjective initiative of management: top managers don't chase KPIs such as traffic to maintain their stock price and status, and middle managers often don't formulate KPIs beyond the scope to let employees show their abilities. Managers have the strength to find out the loopholes of KPI and find out the impractical places, and KPI will be more reasonable. Senior managers are willing to do their job well and allocate resources in the middle, so the cooperation between teams will be smoother. Great performance doctrine originates from the top to a great extent, especially when there is no major shareholder in charge of the whole, all kinds of chaos begin to breed; Second, system modification: In order to maintain innovation, many people reward innovation and reward the success of the team. In fact, this is also a compensation for the lack of innovation and cohesion; Third, cultural construction and training: performance management has its own artistic principles, which can be familiar to managers and employees through training. Cultural construction and the cultivation of corporate philosophy will also help employees to be more responsible for their work and make up for it to some extent. Lduo details. rduo is missing. In short, everyone should be alert and try not to fall into the superficial false prosperity brought by performance management, not only KPI, but also the whole production line. Can another more extreme idea not use this system? This proposal looks a bit scary. But in fact, there is no KPI system, and even now there is no established answer. Generally speaking, due to the change of environment and function, small-scale entrepreneurship should not adopt KPI system. Introducing this system is actually a way to reduce efficiency. For large enterprises with more than 10,000 people, not adopting this system means that it is difficult to operate such a huge structure. KPI is a dilemma for universities. I can only make a rough assumption: the top management focuses on providing resources and guarantees for employees to do things, and has certain control over the overall situation; Middle managers are in the front line of the battlefield, and they have a deeper understanding of every link in the product and work chain than grass-roots employees; Grass-roots employees have greater autonomy and negotiate with middle managers, but they can change according to specific conditions without any indicators. The structure tends to be flat, there are few levels, the resource allocation is centered on the person in charge, and the team size is not excessively inflated. Such a structure, based on the lower attitude of management, more unreserved commitment and top-down mutual trust, may stimulate the autonomy and potential of the team, maintain a relatively fair distribution of benefits, limit the abuse of power and encourage employees to progress, and both may have their cake and eat it. But in the final analysis, it is an extravagant hope to release creativity by performance appraisal, and the essence of KPI system is contract. Whether employees or managers, canceling contracts means more and greater risks. & amplduo dispersion and dispersion; Forever means not knowing everything, but for today's society,&; Lduo trust and rduo are too extravagant. But think about the library that has no access control and no return process, but the number of books is increasing. Think about the free rights that Haidilao gives to every grass-roots employee. How many have been abused? Even if the evil of human nature is the absolute truth, people are divine. When you are respected, trusted, authorized and recognized, the power you generate transcends the boundaries. On the surface, the negative effects of performance management are acceptable. However, why are so many products invested heavily not as good as the accumulation of entrepreneurship for one or two years? Why are many large industries with huge resources being shot dead on the beach again and again? Why do people who take over Super Brain keep making a fool of themselves in product design, marketing strategy and technical scheme? The intangible loss brought by performance management is not only in the superficial labor force, but also in creativity, explosiveness, potential and even the cumulative effect of the team. Even if the negative problems brought by KPI can be well solved, once KPI is available, people still tend to work for KPI, not for the product itself and the work itself. From a certain point of view, KPI system thinks &; Lduo people and rduo are just a link in the production chain, not individuals with independent thoughts. Under this premise, it is undoubtedly an extravagant hope to fully release the potential of individuals and teams. The Internet field also has its own industry characteristics. For the China Internet team whose function is product reengineering and innovation, micro-innovation is the main form of innovation. Under the changeable environment and cruel competition, the discomfort of KPI system can easily be exposed. Of course, the scheme that does not adopt KPI system may be described by a sentence that famous people in Qi evaluated Shang Yang as a country ruled by law:&; Lduo, for the way of governing the country, it is difficult to do it&; rduo。 For the courageous and active Internet, after careful consideration and careful preparation, we might as well give it a try, and perhaps we can create a tiger-wolf teacher who is small and broad, and weak and strong. Note: The article is contributed by Guo, please indicate the source.