Rethinking Performance EvaluationMany of our organizational culture there is a deep-rooted, Nike SB but unfortunately already outdated assumptions: As long as I do my own work hard, everything will be fine. This assumption means that personal responsibility is only 'get the job done.' In hierarchical organizations, to measure individual performance criteria usually see whether the staff to achieve specific goals. From this we can draw inferences, in most organizations today, have formed an unwritten rule among colleagues, tacitly promote personal autonomy -. 'You do your thing, I do my thing.' colleagues generally polite, to avoid conflicts, see question, debate, and will not face criticism with an open mind, which are necessary for cooperation. In cooperative companies, individual ability only contribute to the success of the whole, it can be called a premium. Performance standards have changed, the key is how each Nike Air Yeezy person a common task or Kids Nike Trainers mission how much to pay. Expand cooperation in environment, success depends on the active participation of individual work, take the initiative to question and to make 'adult' choice. The new definition of success changed the relationship between colleagues and make us rethink the performance management system. However, my research shows that if the team can not have an impact on the difference between the contribution of its members, then just switch to team-based reward system is not enough, and may even backfire. Our global team of 55 conducted a comprehensive study found no external between team members (and even the team's Kids Nike Trainers immediate supervisor) feel contact, and cooperation within the team members are not the same degree of perception. Therefore, the performance of the team who will make what contribution, the boss is Air Jordan 19 almost impossible to make the right judgments, maybe it will retain or reward those who contribute a minimum of staff. Expand cooperation in environment-dependent, if you want to achieve optimal performance management, you need to let the views of team members occupy a pivotal component in determining the contribution of members geometry. Organization, there are two main options: first, team-based, but the ability to take advantage of the selection team members, or members of the underperforming eliminated. Second, on an individual basis, but the use of the ability of colleagues to assess the success of personal mission to make Nike Shoes a big contribution. Whole Foods (Whole Foods) using the first method, let the team to choose a new team members. Each store will be divided into more than one team. New staff recruited to join a team, whose job it is temporary. After four weeks of work, the team vote on whether to leave the clerk. Team members to fully express their views is very important, because other than the basic salary incentives should be linked to performance. IDEO design company believes is the second philosophy, they use a special internal collaboration center is designed to gather feedback colleague, but also the credibility of the central tool for accumulation. Each employee their individual work sites, blog, will make the team commitment (signs of demand), as well as a wealth of information together, these data provide other colleagues comments about the various benefits for employees. Required to extend Air Jordan Fusion the successful cooperation of all organizational changes, the use of feedback to colleagues based performance management approach is probably the most important, but also the most likely to bring a significant cultural change. Think about whether your business colleague feedback will be included among the indicators of achievement? Tammy Erickson (Tammy Erickson) Kang Library Institute (Concours Institute) Dean, author of 'labor crisis: how to overcome the skills and talent defect' and other works, has ranked the 2011 'Global 50 management guru' list. (Source: Harvard Business Review author Tammy Erickson description See Rethinking Performance Assessment)