Nie przeceniaj systemów oceny!

Nie wierzę w system oceny. Może jestem naiwnym HR’owym anarchistą, ale nie wierzę w coś, co nazywa się systemem i ma służyć do oceniania ludzi. Tak, dobrze widzisz – oceniania ludzi, a nie ich pracy. Bo niestety wielu pracodawców tak własnie to postrzega. Zastanawiam się, czy to jeszcze możliwe, żeby stworzyć takie narzędzie, które będzie sprawiedliwie oceniało pracę, przy dzisiejszym skomplikowaniu stanowisk i firm.

Pamiętam te czasy, kiedy co pół roku musiałam wypełniać formularz, w którym poddawałam się samoocenie, a następnie przekazywałam kolejnym chętnym do wyrażenia opinii na mój temat. OK. Firma płaci i firma wymaga – to się rozumie. Ale zupełnie się nie rozumiało, co właściwie w takim formularzu należy wpisać. Moje zadania nie były skomplikowane jak budowa reaktora jądrowego, ale gdyby ktoś przeczytał wszystkie kryteria oceny z formatki, na bank nie domyśliłby się, że głównie rekrutuję. Trudne słowa, dziwne sformułowania, zawoalowane sensy, a w dodatku pytania, które nijak się miały do mojej pracy – tak to w skrócie wyglądało. Wypełnienie takiej oceny bez pytania do przyjaciela było awykonalne, ale przyjaciele (również z działu HR) zwykle mówili „tego nie wypełniaj” albo „wpisz to samo, co trzy strony wcześniej”. Smuteczek i rozczarowanie.

Z drugiej strony, kiedy idziesz do pracy, to właśnie na uczciwą ocenę liczysz. Tylko, co właściwie ma być oceniane?

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Jestem przekonana, że w świecie, w którym niemal codziennie powstają nowe zawody pierwszą odpowiedzią będzie „umiejętność uczenia się” albo jeśli wolisz „elastyczność”. To jest punkt wyjścia. Minęły te czasy, kiedy w trakcie rozmów rekrutacyjnych najczęściej sprawdzało się twardą wiedzę. Odpytywanie nie ma sensu w świecie, gdzie produkuje się terabajty informacji na godzinę. Pamiętam jedną ze swoich pierwszych rozmów kwalifikacyjnych w roli kandydatki. Bardzo doświadczony rekruter, u którego miałam zajmować się wyszukiwaniem informacji (research to się ładnie, staropolsko nazywa) zadał mi pytanie ile jest w Polsce firm produkujących autobusy (to były czasy przed smartfonami!). Najpierw oblał mnie zimny pot, bo oczywiście nie miałam pojęcia, a po chwili odpowiedziałam, że moim zadaniem nie jest to wiedzieć ale umieć się dowiedzieć. Dostałam tę pracę (nie była fajna 😀 ).

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Druga rzecz to umiejętność pracy z ludźmi. Banał? Tak ci się tylko wydaje. Przypomnij sobie wszystkich współpracowników, którym miałaś/eś ochotę wbić ołówek w dłoń, tych którzy organizowali trzygodzinne spotkania po nic, albo takich, którzy zajmowali się głównie czytaniem horoskopów, kiedy ty akurat przerabiałaś/eś ich raporty/maile/prezentacje (niepotrzebne skreślić). Niby prosta sprawa, a jednak nigdy nie wiesz w jakie środowisko trafisz, więc błogosławieństwo cierpliwości do pracy z różnymi ludźmi naprawdę robi różnicę.(Chociaż dla mnie to nadal pochodna elastyczności.)

Wreszcie po trzecie (zauważyłam, że ludzie lubią punktowanie 😀 ) nie ma kogoś takiego jak pracownik idealny. Nieważne, co napiszą w ogłoszeniu o pracę albo w podręczniku do ocen końcoworocznych. Nie ma idealnych pracowników. Są świetnie zbudowane zespoły, doskonale dopasowane zadania, rewelacyjne umiejętności prowadzenia danego projektu. Ludzie mają swoje osobiste preferencje. Żeby być świetnym pracownikiem (albo takiego zatrudniać) trzeba umieć te preferencje dostrzec i wykorzystać. Uwypuklić wszystkie zalety i zagospodarować „przeszkadzajki” (które w innej konfiguracji zespołu, przy innym projekcie mogą awansować na listę cech pożądanych). Gaduła, która w pracy ściśle analitycznej dostaje słabą ocenę za zarządzanie czasem, kiedy zostanie wysłana do utrzymywania relacji z klientem okaże się gwiazdą networkingu!

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Dla twojego pracodawcy koniec końców będzie się liczył efekt – wykonanie pracy w terminie i z jak najlepszym efektem. Dla ciebie? To już twoje zadanie żeby się zastanowić, co ta praca ma ci dać. Ważne żeby umieć oceniać swoje możliwości, swój potencjał i umiejętności w oderwaniu od sztywnych formularzy i niejasnych macierzy. Ważne żeby udzielać i dostawać informację zwrotną na bieżąco, bo jak inaczej można poprawić niedoskonałości?

Kilka lat temu Netflix zszokował świat HR swoim niekonwencjonalnym podejściem do ocen pracowniczych. Nie robili ich. W ogóle! Pracownicy dawali sobie na bieżąco informację zwrotną i to działało. Również, kiedy trzeba było kogoś zwolnić, bo jego kompetencje przestawały być potrzebne. Nie były gorsze. Po prostu zmieniał się model biznesowy i wszyscy byli o tym uczciwie informowani. Tacy ludzie nie mieli problemu ze znalezieniem kolejnego zajęcia (nie tylko dlatego, że mieli w CV Netflix i pewnie dostawali referencje razem z odprawą). Wiedzieli, że są dobrzy i że w innej firmie będą potrafili świetnie wykorzystać swoje umiejętności i doświadczenie.

Nie oceniaj ludzi według klucza, a jeśli ktoś to robi pamiętaj, że wszyscy razem i każdy z osobna jesteśmy kimś więcej niż odpowiedzią na kilka pytań w formularzu.

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109 Replies to “Nie przeceniaj systemów oceny!”

  1. Zagdzam się co do systemów ocen. Niestety w dużej firmie (ok 3500 pracowników, różnorodne działy) cieżko o inne narzędzie, które spełni swoją role czyli zmusi do rozmowy managera i podwładnego oraz którego wynikiem będzie możliwość przydzielenia premii. Myślę,że jeszcze wiele pracy przed nami w nauce dawania informacji zwrotnej i nagradzania za solidną pracę dodatkowymi gratyfikacjami.

    1. Właśnie o to chodzi – o edukowanie ludzi, że rozmowa i informacja zwrotna mają znaczenie i że nie chodzi tylko o wypełnienie kwitka w systemie. Dużo pracy przed nami 🙂
      Dziękuję za komentarz i zapraszam ponownie

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