It may seem like news that makes people laugh or cry, but in fact, similar scenes often happen in companies.

I looked at this boss’s Weibo, and there were usually only a few dozen retweets and hundreds of comments. Looking at the content of the comments, the employees who followed the instructions only gave likes, as shown in the second picture.

If you must correct the mistake, you will also be assessed for forwarding. "If you don't forward it, you will lose 1 point and be fined 50."

If we improve it further, it should be "Add 1 point for forwarding and get 50 bonus".

This is great. Punishment can be turned into positive incentives. Employees can take the initiative to repost it enthusiastically. Once the popularity is established, so will the dissemination intensity. The boss is heartbroken when he sees the number of retweets, so he can force himself to write something practical instead of making chicken soup all the time. Although chicken soup is good, drinking too much can easily cause you to get angry!

To be serious, this is actually a mistake that often occurs when companies do performance appraisals and set appraisal indicators. They fail to grasp the key responsibilities of a position, the evaluation points of the value contribution of the position, and the impact of the position. Scope, using inappropriate indicators to evaluate job performance. For example, it is often encountered that when setting assessment indicators for the finance department, the "profit" indicator will be set. The finance department is calculating accounts every day, so it is natural to assess profits. This is obviously not the main job responsibility of the financial position, and it is beyond the scope of financial influence.

A joke case warns us that using an inappropriate indicator to guide employee behavior or evaluate the contribution of a position usually results in "coping"!