「释义」

远程办公的可见性缺乏增加了使用孤立的近期信息（而不是代表性信息）来评估团队成员绩效的风险，这种偏差通常被称为“峰终效应”。

The lack of visibility in the remote working environment increases the risk of using isolated recent information (rather than representative information) to evaluate the performance of team members, a bias often referred to as the peak-end effect. 

「应用场景」

在虚拟环境中，对他人工作努力和时间的印象通常比实际互动中更具选择性和有限性。会议的召开几乎全是为了讨论结果，很少提供有关在家中实现这些结果所用的努力和方法的见解。这种可见性的缺乏增加了使用孤立的近期信息（而不是代表性信息）来评估团队成员绩效的风险，这种偏差通常被称为“峰终效应”。这种强烈误解的根源在于，我们倾向于记住体验中最激烈的时刻及其结束。它有可能以一种显著的方式迅速地、下意识地和不合理地扭曲团队成员的绩效评估。

In a virtual context, impressions of others’ work effort and time are usually more selective and limited than in physical interactions. Meetings are almost exclusively convened to discuss results but rarely provide insight into the effort and methodology used to achieve them from home. This lack of visibility increases the risk of using isolated recent information (rather than representative information) to evaluate the performance of team members, a bias often referred to as the peak-end effect. The origin of this powerful misconception lies in our tendency to memorize the most intense moment of an experience as well as its end. It has the potential to quickly, subconsciously, and unjustifiably distort team members’ performance evaluations in a significant way.

应对策略。

• 要考虑个人工作偏好。虚拟环境为工作时间提供了更大的灵活性，使团队成员能够在最有效的时候工作。可用性并不能代表质量。
• 计划好定期、简短的虚拟绩效评估——例如，每两周 15 分钟。在两次评估之间做笔记，以便形成关于两次评估之间的时间的平衡、信息丰富的图景。
• 积极询问获得特定结果的路径，并立即讨论特别积极和消极的表现。

How to counteract it:

• Account for individual work preferences. Virtual setups allow for greater flexibility in working hours, enabling team members to work when they’re most effective. Availability is no proxy for quality.
• Plan regular short, virtual performance evaluations — for example, 15 minutes every two weeks. Take notes in between to be able to provide a balanced and well-informed picture of the time in between sessions.
• Actively inquire about the path to a specific result and discuss particularly positive and negative performance right away.

托本•埃莫林（Torben Emmerling）、阿里桑德罗•保罗（Alessandro Paul）、丹尼尔•赛法德（Danniel Seyffardt）| 文