[In-It] MZ generation vs. Generation X, is it different from the performance input?

A few years ago, the company's regulations changed, and the personnel evaluation, which was conducted once a year, is now carried out semi-annually.

It is very cumbersome and burdensome to do it after receiving a personnel evaluation.

It wasn't until I was urged a few times from the Human Resources department that I started doing this crushing job.

First of all, I described what achievements and tasks I have performed over the past half year as an assessee.

There were quite a few things to enter, but I cut them down and finished in 30 minutes.

One more time to scan and finalize the shipment, a call came to the neighboring branch manager.

He asked me.

"What are you doing?"

"Entering the results for the first half. It took 30 minutes. Uh......"

"I have something to write. It will be done in 10 minutes."

"Yeah. Still, you shouldn't enter it too sincerely. "

"That's right. But it's embarrassing that if you put too little achievements, you're just showing off your self-proud."

After I sympathized with this, I talked about light work and quit.

Then I looked back at the achievements I entered.

It seems to have written something too small like an elementary school student.

I remembered the phrase "when baked, it becomes whole" in Chapter 20 of the Dodeok-gyeong written by Lao-tzu.

It brightens because you don't reveal yourself, you reveal yourself because you don't say it's

right,

you get the ball because you don't show off

yourself

, and

it lasts a long time because

you don't show off

yourself.

Then he said,'This is right.

I wish I could achieve my goal, what more to be proud of' or'If I didn't meet my goal, I should admit it coolly, what excuses.

I'll evaluate everything on my own,' and if not, I deleted a few more scribbled sentences in the straight performance field and clicked the final send button.

When this was over, I changed from an appraiser to an appraiser, and entered the details of interviews with employees and their strengths and weaknesses that I learned from working together into the evaluation system.

Deputy General Kim wrote that this, Deputy Park like that, and Oh, that the employee said this, but in fact, he expressed it in a stupid way.

Isn't it possible to write down the shortcomings in detail?

However, the time has come to be unavoidable.

This is because in the next input window, you must check the superiority and inferiority by looking at the achievements and task achievements entered by the employees and give them an evaluation score and rank them.

It's a really hard time as an evaluator.

I pondered my concerns and scored as fair as possible.

At this time, I discovered a very peculiar thing.

What is it?

The performance input for employees of my age group was somewhat simpler like me.

On the other hand, younger employees wrote down their achievements in really detail, making it difficult to read.

There was a marked difference in the amount and detail.

Why is this?

If you think about it, I think it's the difference in how the generation was evaluated and grew.

Our Generation X is a generation where fluctuations and fluctuations are decided after taking a test, so most of us are unfamiliar with evaluating and receiving.

So (though there may be individual differences), they are not able to reveal their achievements well and are reluctant to evaluate anyone.

On the other hand, these days, in addition to paper-based evaluation, the generations have grown by receiving frequent evaluations such as training and group evaluation.

In addition, they had an important turning point in their lives, that is, the self-introduction letter that promotes themselves when entering a university or entering a company has an important influence on pass or fail.

For this reason, young employees who are accustomed to self-promotion after being evaluated, describe their achievements in detail, unlike our generation, in order to receive good personnel evaluation in the company.

Anyway, due to the difference in the growth environment of each generation, it seems that some fill in the fields of their performance tightly and others sparsely.

For this reason, if you incorrectly evaluate young employees who elaborately enter their achievements, it becomes a'big deal'.

As you can see, young employees, including MZ generation, consider the fairness of evaluation more important than any other generation because they are the generation who experienced their own rise and fall through evaluation.

Fairness is secured on the basis of objective grounds.

This is why they collect and record their achievements in detail.

Try to do that as much as possible.

However, it is not based solely on data and performance.

This is because goals and tasks assigned to individuals differ considerably in difficulty, and the achievement of them is often dictated by the market environment and the company situation at the time, rather than by one's own ability.

In addition, it is difficult to say that it is unconditionally the right direction to divide the superiority and inferiority of those who are promoted next year, those who have already been promoted, those who should be given one more opportunity, and those who do not, only by the numbers expressed on the outside.

When conducting personnel evaluation, it is necessary to harmonize the quantitative evaluation evaluated with objective numbers and the qualitative evaluation evaluated in consideration of effort and sincerity (or situation at the time) that are difficult to express in numbers to complement each other in a certain ratio. Can we minimize the negative effects that can occur in the future?

Here is my difficulty as a middle manager.

As the end of the year is approaching, personnel evaluation should be done again sooner or later.

In any case, I should minimize organizational conflicts with wise evaluation.

I have to think more about what is a wise evaluation, but I have changed my mind a little.

This time, according to the changes of the times, they will have to view the performance input content that they have been less important than before.

So how do I enter my achievements?

I would also like to show off the achievements that I can boast of myself despite embarrassment.

#In-it #In-it #Kim Chang-gyu #In the end, meet'In-

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