What is multi-head management?

It is a phenomenon that a subordinate accepts multiple superiors at the same time because of unreasonable organizational structure.

When designing a performance appraisal scheme, you can adopt the following two methods:

1, evaluated by several leaders individually, and given different weight calculations;

2. One leader gives priority to evaluation, and the other leader communicates and signs. If there is any objection, it will be approved by the superior leader.

Therefore, the final plan is more inclined to adopt the method of 1, that is, giving different evaluation weights to multiple leaders, and setting indicators and scoring within their own weight range. Combined with the above analysis, this has the following advantages:

1, the data is easy to process. According to the weight and scoring results of the superior "multi-leaders", the score can be directly calculated and approved by the superior, which belongs to the performance evaluation according to the conventional procedure;

2. Through the superior audit procedure, we can find the problems in performance appraisal, the problems between "multi-leaders" and the differences in the performance of employees in this position, so as to communicate and improve, so that this position can reflect the performance expectations of many superior leaders, that is, better reflect the requirements of job responsibilities.

Of course, the 1 method does have the distribution weights of the above two leaders, which seems to give people the impression that the importance of management power distribution is different; Then sometimes when the weight is not enough to affect the efforts of subordinates, the performance of employees in this position will not meet the overall requirements of the company, and they will be biased towards one side. These, it is necessary to rely on the superior of the evaluator to balance and communicate.

Extended data:

Risks of multi-head leadership

1, there is no good coordination between leaders, and there is no unified caliber and resolution. In this way, it is very difficult for subordinates. Who do you listen to? Everyone needs to listen to them, but often these resolutions are conflicting and contradictory, which makes it impossible for subordinates to implement them.

Even if subordinates are unwilling to do it, the effect will be greatly reduced. This is the result of typical multi-head leadership. Due to mutual interests or contradictions, it is impossible to cooperate sincerely, which affects the final realization of the project objectives.

2. Although there is a unified resolution between the bulls, China enterprises have such a phenomenon, and all of them are "good". If there is a celebration behind it, naturally there is no problem; But when something goes wrong, it all goes away. As far as foreign countries are concerned, subordinates have tried their best, and because of many objective conditions, the project has not been completed well, so it is nothing.

Baidu encyclopedia-multi-leader