Management strategy: grasping these three points is equivalent to grasping the key points of performance process monitoring
No matter what kind of company needs performance appraisal, performance process control is a must. However, in practice, it is found that the performance process control of many companies is very complicated, and the result is that the boss is also tired. Subordinates are more tired. To this end, combined with my own management experience, I specially summarize the following three key points for everyone to learn from in practice.
Management strategy: grasping these three points is equivalent to grasping the key points of performance process monitoring
[1] Grab the stage of effective performance coaching.
When an enterprise implements performance appraisal, no matter what method it uses as a performance promotion department, it must communicate effectively with relevant departments, and this process usually occurs in the stage of performance counseling. Therefore, seize this stage. Can make many factors related to poor performance disappear in coaching. Therefore, grasping this process will play an important role in laying the foundation for the implementation of performance appraisal.
[2] Grasp the stage of effective communication with subordinates.
This stage is the core factor that determines whether performance management can play a role. Only when there is sufficient and effective communication between the assessment and the person being assessed can the purpose of performance assessment or management be achieved. Without this as a basis, your performance The management function has become a wishful thinking or a mere formal performance appraisal, and it means nothing to be direct.
Management strategy: grasping these three points is equivalent to grasping the key points of performance process monitoring
[3] Grasp the authenticity of performance appraisal information.
The process of performance monitoring is a process of continuously, objectively and truly collecting and accumulating relevant information. If the performance plan in this process does not adjust oil prices, implement and complete the revisions in specific work practices, relevant small information cannot be obtained in time. In the end, you will find that the performance evaluation carried out by your company is completely mere formality, so grasping this process can ensure that the performance monitoring process is effective and the entire performance is guaranteed. Managed successfully.
All in all, in the process of implementing performance, many companies make performance evaluation very complicated, and even in many cases, promoting the department can make all departments in the company do it in a ignorant way. The implementation of performance evaluation will be completely meaningless. At this time, not only will it fail to reflect the value and ability of the performance implementation department, but it also reflects the serious deficiencies of the performance implementation department in the practice of performance evaluation. To this end, in the process of corporate performance appraisal and supervision, we must grasp the three key points mentioned above.