Performance and change: draw the field first
Introduced| English | Meaning |
|---|---|
| performance appraisal | the periodic, documented assessment of an employee's work |
| force-field analysis | listing the forces for and against a change and their strengths |
Fairness becomes visible at appraisal
- Performance appraisal 绩效考核 is where the design shows: 3–6 agreed measures, two raters independently, anchored scales — the year, not the fortnight.
- And the second-site move is the founder's first change programme: resistance guaranteed, and information guaranteed too.
The force-field, drawn before announcing
- Force-field analysis 力场分析: drivers vs restrainers, listed and weighted. Second site: +3 full Saturdays, +2 brand demand, +2 founder energy = +7; −4 recipe fear, −3 coverage worry, −2 "family" identity = −9. Net −2: the move stalls ✓.
- The designs: write the recipe book WITH the chefs (removes −4 by converting control to authorship); founding crew get the leads (removes −3). Net +1 — which is why "push harder" alone fails.
Driver, restrainer - or a design waiting to happen?
Classify forces in the second-site move and choose the change lever each one asks for.
Drivers +3+2+2; restrainers -4-3-2. The net force?
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$7 - 9 = -2$: the move stalls as planned. Force-field arithmetic is the honesty check before any announcement.
After the two designs remove the -4 and -3 restrainers, the net becomes?
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$7 - 2 = +5$: recipe authorship and crew leads convert the field. Push harder WITHOUT designs ($7+2-9 = 0$) stays stuck.
Why does "push harder" fail against unchanged fears?
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Force-field arithmetic again: $9 - 7 - 2 = 0$. Design out the restrainers or the push is spent on the spot.
Rating errors, designed out
- Halo, central tendency, recency, leniency — the diary defence: monthly one-line ratings mean the autumn does not eat the year.
- BARS (behaviourally anchored scales) give numbers their meaning: "4 = recovers a mistake unprompted".
The diary defence against recency is:
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The monthly record changed one rating band - and one pay decision. Measures defend the rater from themselves.
BARS means:
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"4 = recovers a mistake unprompted" - anchors make scores auditable and halo-proof.
Two independent raters on anchored criteria is over-engineering for a crew of eight.
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The redundancy IS the fairness - one rater, one memory, one band is how recency and halo decide pay.
Resistance is information
- The sous-chef's resistance to the recipe book turns out to be knowledge: unwritten variations the book would erase. The book gains a "house variations" page with his name on it — the strongest restrainer becomes a driver.
- Resistance audited is free consulting; resistance crushed buys the same information later at the price of trust.
The sous-chef resists the recipe book. The productive reading?
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Resistance audited is free consulting; crushed, it is the same information purchased later at the price of trust.
Match Lewin''s stages to their work.
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The stages sequence the energy; the force-field numbers it.
Three appraisal slips
- One rater, one memory, one band. Recency decides pay.
- Traits instead of behaviours. "Attitude" cannot be anchored.
- Announcing before the field is drawn. Inspiration does not alter forces.
Recap
- Anchored criteria, multiple raters, the year not the fortnight.
- Force-field first: drivers vs restrainers, weighted, with designs.
- Resistance = the plan's missing information.