通用电气为什么要用这款App来取代绩效评估？

    据商业新闻网站Quartz报道，在《财富》美国500强中排名第8的通用电气公司正在取消年度业绩评估政策，转而利用应用软件进行工作反馈。

    以前，通用电气的经理们每年与下属进行一次面谈，给他们的表现打分，并淘汰排在最后的10%。如今，许多公司已经放弃这种评估方式，通用电气人力资源主管苏珊·皮特斯对Quartz表示，这种方式“更多地变成了一种仪式，而不是推动公司前进的举措”。

    通用电气的经理们现在能通过一款叫做“PD@GE”（意为“在通用电气的绩效发展”）的应用，更频繁地得到员工的工作反馈。员工会得到一份具体的短期工作目标清单，经理会经常与员工讨论工作进展情况。员工还可以随时通过该应用征求反馈意见。

    每年年底，经理们依然会与员工谈话。不过他们那时会更多地扮演教练的角色，指导员工如何最好地完成自己的目标。（财富中文网）

    译者：严匡正

    审校：任文科

    General Electric, the eighth highest-rank company in the Fortune 500, is getting rid of annual performance reviews in favor of app-based feedback, Quartz reports.

    GE managers used to meet with employees once a year, rank them, and fire the bottom 10%. But many firms have been moving away from that practice, which GE Head of Human Resources Susan Peters told Quartz has “become more a ritual than moving the company upwards and forwards.”

    Managers are GE will now give more constant feedback about their employees’ work through an app called “PD@GE,” which stands for “performance development at GE.” Employees will have a concrete list of short-term goals to work towards, while managers are expected to hold frequent discussions about employees’ progress. Employees can also use the app to request feedback at any time.

    Managers will still meet with employees at the end of each year. But they’ll be expected to act more as coaches, guiding their employees on how best to achieve their goals.