How to establish an efficient event management system

1. In daily performance management, quantitative indicators and qualitative indicators should be effectively combined according to the different jobs and work contents of each employee. For example, for front-line employees such as production and sales, quantitative indicators can be used as hard assessment and qualitative indicators as incentive indicators, but the proportion is very small; For civilian managers, most of them need to use qualitative indicators as assessment and quantitative indicators as joint performance indicators, but the proportion should not be too large; Department manager and similar positions. They should not only be responsible for the current performance of their own departments, but also plan the future market.

2. Always attach importance to two-way communication in performance management. Managers often mistakenly think that performance management is only what managers should do to employees, and employees are the objects that are completely evaluated. Enterprise managers impose performance standards on employees, and employees are prone to resistance, which makes it difficult to implement performance management, and employees lack full understanding of the goals and tasks of enterprise departments and individuals. Due to the lack of communication between superiors and subordinates, performance management not only failed to achieve the expected goal, but also seriously dampened the enthusiasm of employees. Performance management is the common responsibility of managers and employees, and employees are the basic objects of performance management. Enterprise managers must borrow various ways and means to make employees have a deep understanding and understanding of the importance and necessity of performance management, and reach a certain understanding in thought, so as to improve the enthusiasm and subjective initiative of employees to participate in performance management.