Four Misunderstandings Of Performance Management In Enterprises

The application of performance management can meet many purposes. Each company has different situations. Therefore, when implementing management, it should have its own focus.

Some enterprises can improve performance management to the height of strategic implementation, and regard it as an important tool to achieve enterprise goals.

Some enterprises can first regard performance management as a tool of salary adjustment and become an important part of the enterprise incentive mechanism.

In fact, when many managers of enterprises are asked how to implement performance management for their enterprises, most people can not answer them accurately.

The implementation of performance management needs to be combined with the specific stage and specific circumstances of the enterprise.

In formulation

It should be agreed by employees and supervisors on performance goals.

But because of the selfishness of human beings, unless they are those who like to pursue their sense of achievement and challenge, ordinary people will set their goals as low as possible, and the assessment criteria should also be relaxed.

Democracy is necessary, but excessive democracy is not acceptable.

Employees' opinions should be solicited, but they should not be indulged.

Performance management and performance appraisal are two different concepts.

Few people know what performance management is, and what is the difference between performance management and performance appraisal.

People often neglect the big system of performance management, and separate performance appraisal from separate ones.

No performance plan, no communication.

After the completion of the assessment form, there is no more.

Under such circumstances, the results of performance management will certainly not be ideal.

Therefore, the most important and important step in implementing performance management in enterprises is to brainwash the management and employees. It is not ideal to make them understand that they are separated from other aspects of performance management and simply take performance appraisal.

Yes, we have

It is not clear about the meaning of performance management, and communication is the core of performance management.

The common phenomenon is that the examination score is played by the supervisor, and then it is handed over to the human resources department. The subordinate is not sure that the superior has played a few points for him.

Even if the employee first scores himself and then points by the supervisor, the director and the employee will make different points, and the supervisor will not explain to the staff.

Employees can not understand where they need to improve through examination, because they do not do well in the future.