Four Misunderstandings Of Performance Management In Enterprises

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 asked many managers of enterprises and why their enterprises implement performance management, 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.

Democratization trap

When making performance goals, it should be agreed by employees and supervisors on performance objectives.

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 own performance goals as little 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 separately.

No

There was no communication. After the examination, the assessment form was not released.

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 of the company. It is not ideal to make them understand that they are separated from other aspects of performance management and simply take performance appraisal.

Some leaders are not clear about the significance of performance management, and do not understand that 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 himself.

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 know where they need to improve through examination, so they will not do well after they have done badly.