Efficiency: Performance Appraisal Is A Means.

Through performance appraisal, rewarding and punishing the poor, make the advanced staff feel a sense of accomplishment, backward employees feel a sense of crisis, and create a correct guidance in the organization.

First, a reasonable division of labor among employees. Although the post setting is scientific and reasonable, sometimes the difference between workload and workload can be caused by the difference between regular work and key work in a period of time. Therefore, it is necessary to carry out a reasonable division of labor according to the job requirements and work practice, and consciously train and train the comprehensive ability of the staff. For employees with heavy workload, they should appropriately reduce their workload and appropriately increase their workload to avoid the fact that some employees are oversaturated due to overwork and lack of motivation due to the lack of workload. At the end of the year, each employee can sum up the achievements and progress made in the past year, which is an incentive for employees.

Secondly, the standards and contents of assessment should be scientific, reasonable and convincing. Adhere to the combination of quantitative and qualitative assessment, to staff's performance, quality, Coordination and communication We should conduct comprehensive assessment and evaluation of the integrity of the government, and rationally set the proportion of the value of leadership evaluation and staff mutual evaluation, so as to prevent a general reduction and reduce the degree of impact that employees may have on others in order to safeguard their own interests. Incentives such as giving bonuses, issuing certificates, providing training opportunities and granting more important rewards are important. work In order to further challenge employees to employees, they can inspire employees' sense of achievement, their sense of belonging to enterprises and their willingness to create greater value for enterprises. If the assessment results can not make employees feel relatively fair about their own pay and return, they can not evaluate employees objectively and fairly, which will lead to internal disharmony among employees and discourage employees' enthusiasm for work.

Third, use penalties carefully. If there is a reward, there is a penalty. punish It is a negative evaluation of bad behavior, so that it can be warned by political or economic losses. However, punishment should distinguish responsibilities and reasons, and must be reasonable and reasonable, so as to help education and do not reject it completely. Using the famous sandwich technique in management, when criticizing employees, put the words of inquiry, advice, request and guidance in the middle, put the words of understanding, affirmation, encouragement and concern before and after, and make full use of the effectiveness of affirmative praise to achieve the purpose of criticism and correction. Proper punishment can be as inspiring as positive praise, even more positive than praise. Improper punishment will cause internal contradictions, and may even cause brain drain.

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Managers should be good at knowing and employing people, have noble personality charisma, be good at creating a good working atmosphere, and become a spiritual leader who is recognized and admired by their employees and has the ability and level to lead the team to obtain work achievements, which plays a vital role in continuously enhancing the work enthusiasm of employees.

First of all, there is a noble personality charm. A good manager should have the decision-making power, creativity and adaptability, including self-knowledge and self-confidence, willpower and courage, tolerance and patience, openness and pursuit of wisdom and mind. He should devote himself to doing things, set a low profile and set an example. It is necessary to guide, support and help employees realize their value in life in the light of caring for their employees and improving their progress.

Second, we are good at knowing people and employing people. Managers are not omnipotent, can not personally do everything for themselves, but are good at putting the right people in the right place, by properly empower and grasp the key, not only allow employees to work independently, but also timely guide and maintain the right direction. Specifically, it is to clarify the work content, the responsible person and the completion time in order to avoid the responsibility shift between employees. At the same time, we should always pay attention to the implementation and progress of the staff, give timely help to the staff's problems and difficulties in their work, and arouse their enthusiasm for work.

Third, be good at creating a good working atmosphere. Sincere and equal internal communication is the basis for creating a harmonious working atmosphere. Therefore, on the one hand, managers should be good at building communication platforms within the organization and strengthening teamwork. Job responsibilities are different from division of labor and responsibilities. Internal organizations should advocate mutual trust, mutual help and mutual respect. When employees reflect problems or make suggestions, superiors should listen with open heart, dispel doubts and dispel doubts, adopt reasonable suggestions in time, explain reasons for unreasonable suggestions, and guide employees to reach a unified understanding. On the other hand, we should treat employees objectively and fairly. The objective and fair environment will give employees a sense of trust and safety. Therefore, managers should be sensitive to the emotional state of employees, understand and meet the needs of employees, and let employees feel that their work is an indispensable part of the team, so that employees can have a sense of identity and enhance their cohesiveness.