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时下在不少企业尤其是中小型企业当中流行着这样一种员工激励机制——末位淘汰制,即每隔一定时期(一般是半年或一年),按一定的标准,对企业所有员工的工作业绩进行测评,测评成绩低的一部分人将会被企业淘汰,以此来激发员工的工作积极性,促使其发挥最大潜能。然而在实际操作中,这一制度并没有起到应有的作用,甚至在一些企业还出现了员工纷纷离职的负作用。究其原因,我们认为这是在于该项制度在设计之初就存在缺陷,在制度执行当中难免也会出现偏差,从而使激励机制的效果不佳。
Nowadays in many enterprises, especially small and medium-sized enterprises which are popular among such a staff incentive mechanism - the bottom elimination system, that is, at regular intervals (usually six months or a year), according to certain standards, all employees of the enterprise Work performance evaluation, part of the low evaluation of the people will be eliminated by the enterprise, in order to stimulate the enthusiasm of staff to promote their maximum potential. However, in practice, this system did not play its due role. Even in some enterprises, there was a negative effect of employee turnover. The reason we think this is that the system at the beginning of the design flaws, inevitably there will be deviation in the implementation of the system, so that the incentive mechanism is not good.