????據(jù)商業(yè)新聞網(wǎng)站Quartz報(bào)道，在《財(cái)富》美國(guó)500強(qiáng)中排名第8的通用電氣公司正在取消年度業(yè)績(jī)?cè)u(píng)估政策，轉(zhuǎn)而利用應(yīng)用軟件進(jìn)行工作反饋。

????以前，通用電氣的經(jīng)理們每年與下屬進(jìn)行一次面談，給他們的表現(xiàn)打分，并淘汰排在最后的10%。如今，許多公司已經(jīng)放棄這種評(píng)估方式，通用電氣人力資源主管蘇珊·皮特斯對(duì)Quartz表示，這種方式“更多地變成了一種儀式，而不是推動(dòng)公司前進(jìn)的舉措”。

????通用電氣的經(jīng)理們現(xiàn)在能通過(guò)一款叫做“PD@GE”（意為“在通用電氣的績(jī)效發(fā)展”）的應(yīng)用，更頻繁地得到員工的工作反饋。員工會(huì)得到一份具體的短期工作目標(biāo)清單，經(jīng)理會(huì)經(jīng)常與員工討論工作進(jìn)展情況。員工還可以隨時(shí)通過(guò)該應(yīng)用征求反饋意見(jiàn)。

????每年年底，經(jīng)理們依然會(huì)與員工談話。不過(guò)他們那時(shí)會(huì)更多地扮演教練的角色，指導(dǎo)員工如何最好地完成自己的目標(biāo)。（財(cái)富中文網(wǎng)）

????譯者：嚴(yán)匡正

????審校：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.