The end of the years is nearing again which means it’s also the time to receive bonuses.
In Japan most companies give bonuses in December and June.
Performance feedback must be provided before bonuses are distributed.
It is the same in our company.
However, there was a problem with the last bonus feedback.
I received a complaint from a subordinate who was given low evaluations several times in a row.
I realized that something should be done.
Taking advantage of my previous experience, I made the following changes and improvements to goal setting and evaluation methods.
Goal setting methods:
・I had my subordinates set quantitative and specific goals, and we reviewed them together in advance so that we could agree on the goals.
・ At the time of evaluation, subordinates were asked to quantitatively self-evaluate the degree to which they achieved their goals.
・I also asked subordinates to quantitatively self-evaluate their level of contribution to the team.
When I gave the evaluation feedback, I tried the following two things:
Following methods:
・I made sure to clarify the contents of the feedback in writing in advance.
・I used ChatGPT in advance to modify the expressions in the feedback that are too direct into more subtle ones.
I hope my feedback methods were effective for improving our subordinates’ performance.
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