Tencent adjusts the assessment mechanism and optimizes the talent evaluation system: anti-involution, anti-formalism

IT House June 9 news, today, Tencent issued an email to all employees, announcing the launch of a new round of optimization and upgrading of the talent evaluation system, and the reform of the talent management system of the whole group.

According to a LatePost report, Tencent’s reform direction includes: simplifying performance appraisal, decentralizing promotion power and strengthening cadre management.

In the performance evaluation of all employees, Tencent simplified the five-star (1-5 star) evaluation system previously adopted into three grades: Outstanding (outstanding), Good (good) and Underperform (poor). In addition, the bi-annual “peer feedback/subordinate feedback” for employees and managers has also been simplified to once a year.

In terms of management cadres, in addition to examining their team management capabilities, Tencent also added two new evaluation dimensions: cost reduction and efficiency improvement and compliance risk management.

Tencent will gradually delegate the promotion and review rights of 9-11-level (primary) employees to departments and business lines, and encourages simplified review methods, advocates no face-to-face review and defense, and strengthens the relationship between rank promotion and daily work.

In addition, based on the law of ability development, the review for promotion to level 9 and above is simplified to once a year. Tencent also strengthened the responsibility requirements for management cadres in this round of optimization and upgrading to avoid lazy governance and prevent abuse of power. At the same time, it proposed to “adjust and replace unqualified cadres in a timely manner.”

The promotion of employees at level 12 and above has been adjusted from self-declaration to department-nominated declaration, and the rest of the process remains unchanged. It is worth mentioning that the new regulations also cancel the original rule of “suspending the application for promotion to level 11 and above if the evaluation fails”, which means that employees can continue to participate in the application for the second year after the interview fails.

This upgrade mainly covers performance management and professional rank. It involves a number of changes in detailed rules, and gives more authority to each business department, guides the routine of coaching and feedback, conducts assessments to a certain extent to “reduce the burden”, and pays more attention to operational efficiency. more long-term.

The media believes that Tencent’s internal adjustment is anti-involution and anti-formalism, which is the “value creation” mentioned in the document, which is similar to the hero based on contribution rather than qualification, giving newcomers more opportunities for promotion. Strengthen the relationship between daily work and performance appraisal and promotion, and encourage employees not to work for short-term performance, but to have the courage to focus on those businesses with more creative value. The media quoted a Tencent person as saying that the adjustment is to relieve and pressure employees and managers at the same time.