In order to improve the company's performance and overall benefit, many enterprises adopt the 36 1 performance elimination system. Although this performance appraisal system can promote the development of the company to a certain extent, it is also inconsistent with the relevant legal provisions of the labor law and is not conducive to the collocation between employees.
36 1 performance last elimination system.
At present, the direct employment of Boss adopts 36 1 performance appraisal system, which divides the employee's performance into the top 30%, the middle 60% and the last 10%, and conducts performance appraisal twice a year and distributes the results. According to the relevant performance system, 10% employees may face elimination after performance allocation. The implementation of this system is not only beneficial to the development of the company, but also has some disadvantages.
Advantages of performance elimination system.
Using the performance elimination system can mobilize the enthusiasm of employees, improve their sense of competition, drive their enthusiasm for work, and reasonably eliminate employees who have no sense of responsibility to the company. By adopting this system, we can choose people who are suitable for team development, refine employees and improve the overall advantages of the team. Those who are lazy in their daily work can be eliminated directly, so that more outstanding people can be selected to join the team.
Disadvantages of performance elimination system.
Everything has two sides. Although adopting this system is beneficial to the development of the company, it will also undermine the cooperation between employees. Many employees may lose trust in the company because of too much pressure and in order to achieve better results. Especially for some salespeople, they will do something that harms the interests of others for their own performance, so it depends on whether their own enterprises are suitable for this system, and then choose, and never do it blindly.