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Pusher may wish to "fight" a "fight"

Release time:

2020-08-14

2017 , and many awards "famous flowers have owners". There are more than 20 units and departments of the whole group, with 600 or 700 employees. Of course, those who can get the awards are the outstanding ones with outstanding achievements in the past year, which are worthy of our praise and study. However, there is a questionable phenomenon in the selection process-many units are too "modest" in promoting the awards, and even the number of participants in several awards is less than the number of winners.

Some people may say that modesty is a virtue, and it is even more a kind of mind in the face of honor. Isn't it good? This is true, but it is not absolute. The company organizes advanced selection, praising and encouraging outstanding achievements is only one aspect, but more importantly, it is to set a benchmark and model, so that all employees have an example to learn from and have the goal of catching up. If this is not the case, why do you have to recommend and select the best among the best? Some of the details in this joint evaluation also illustrate this point: the judges did not pass the awards with equal to or less than the number of participants, but repeatedly considered and even "provocation" like other awards, to ensure that the final evaluation of each can withstand scrutiny.

From the standpoint of employees, it is already an honor and an affirmation to be recommended to participate in the group-level appraisal. Because of their hard work and dedication, leaders and colleagues have seen, thought of and recognized. Up. As for the results of the joint evaluation, winning the prize is of course an incentive, while losing the election is even more a spur, so that the participants realize that it is not enough to be top-notch in their own units, and that there are still people in brother units who have done better, thus causing reflection and improvement. From this perspective, the significance of selecting advanced has far exceeded "losing" or "winning".

Recommend and evaluate the best. What award should not be the ultimate goal. The company's subordinate enterprises have a large industry span, low correlation and long distribution distance. They usually do their own work and compare the present with the past. Advanced joint evaluation gives everyone an opportunity to compare horizontally with brother enterprises, to show their achievements, to compare their contributions and to find gaps. Because on this occasion, what everyone brings to the table is the brightest part of the year. After

PK , the winner is of course the real material, and the loser can be calm without regret. Moreover, the bright spots of the "opponent" can become the reference for their future work, which is also a kind of harvest.

Some people may say that there are only a few winners. If the competition is too fierce, the group company will choose to weigh more and more, or let a few and protect a few. In fact, this idea is completely unnecessary. If it is true that in the final stage of the joint evaluation, there is a situation that everyone is impeccable and it is not appropriate to win either, while the judges are puzzled, I am afraid that more people are still happy-this shows that everyone's results last year are good! Only when this happens is it really necessary for everyone to carry forward their style. If all units are "modest and prudent" early in advance, making the annual joint evaluation incomparable and incomparable, it will lose the significance of selecting advanced; for the winners, it is obviously a year of hard work. The awards that were won only because of "winning without fighting" are inexplicably less convincing.

In addition, actively promoting the best to participate in the selection is also a positive and competitive attitude. Only when you have confidence in your work, confidence in your achievements, and be able to face everyone's evaluation calmly, will you have the courage to "compete" in the selection ". To some extent, this is also a reflection of the normal working state. And this kind of self-confident "fight" is obviously not excluded from "modesty" and "humility.

The ultimate goal of the selection is to do a better job in the future. Winning a prize is not the only criterion for judging the quality of the work. The winner is not arrogant, and the loser is not discouraged, which is the correct attitude towards honor. Therefore, in the future advanced selection, each unit may wish to have a little more sense of competition, push out a few more outstanding collectives and individuals, and accept the "review" of the group company ". Only in this way can our advanced selection really play its due role. (one word)

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