The first is goal setting. Goal setting is the first step of performance management. Enterprises need to define their long-term strategic goals, break them down into specific short-term goals, and convey these goals to employees, so that employees can understand their job responsibilities and goals and work hard for them.
Followed by performance evaluation. Performance evaluation refers to the quantitative evaluation of employees' performance in order to motivate and evaluate employees. Enterprises can evaluate employees' job performance by formulating a scientific evaluation index system, such as sales volume and customer satisfaction. At the same time, these indicators also need to be consistent with employees' job responsibilities and objectives to ensure the fairness and scientificity of the evaluation.
Finally, performance incentives. Performance incentive means to stimulate the enthusiasm and creativity of employees through rewards and punishments, so as to improve their performance. Enterprises can encourage employees to work actively through incentives such as bonuses, promotions and salary increases, and can also punish employees with poor performance by formulating punishment measures.
Matters needing attention in performance management
1, system
Performance management is a complete system, not a simple step. Performance management is nothing special, let alone the patent of personnel department. In the final analysis, it is also a management tool, covering all the functions of management: planning, organizing, leading, coordinating and controlling. Therefore, we must look at performance management systematically.
Take ... as the goal
One of the greatest benefits of management by objectives is that employees know the direction of efforts, and managers know how to better manage employees through objectives and provide support and help. Similarly, performance management also emphasizes target management, and the performance management model of target+communication is widely advocated and used. Only when the goal of performance management is clear can the efforts of managers and employees have a direction. * * * will be committed to the realization of performance goals, and * * * will enhance performance capabilities and better serve the strategic planning and long-term goals of enterprises.
3. Communication plays a decisive role in performance management.
Making performance, helping employees achieve goals, year-end evaluation, analyzing reasons and seeking progress all require communication. In short, the process of performance management is the process of continuous communication between employees and managers. Without communication, the performance management of enterprises will become a mere formality.