Sublimation on performance to performance management culture

In recent years, with the use of performance management in the enterprise more and more widespread, its advantages are gradually becoming prominent. But with the deepening of the implementation of performance management, the implementation process of the performance results do not achieve the desired results, or even falling instead of rising; performance appraisal, saying the assessment process through the motions, to promote actively promote the process of management, business passive coping; staff evaluation score for the excessive concern with the department of non-healthy competition between employees and team cohesion decreased and so have a headache for managers. Why is there such a risk? performance management for the future? it has become a business manager think the most important issue.

One can never please - a unilateral request from the enterprise edge
"Performance" by the composition of corporate performance and employee performance, both as cause and effect, influence each other to form a "closed loop." Corporate performance come from? Input from employees, while the performance of employees come from? Edge Since the input of employees in the enterprise. Comparing the two inputs, we find that: business has inherent advantages in resources, the performance of employees plays a key role, in addition, the investment in time, the enterprises must have priority , to investment companies to win the first employees generally recognized, prompting employees to pay for business continuity, so no matter how much investment or investment from the order perspective, companies must first of all employees "to chip." from a sense, equivalent to employee performance on an indirect business performance. to achieve profitability, implementation of the strategy are inseparable from the efforts of staff, improve the quality of staff competence, work from the living model to business model changes are dependent on corporate support and guide, so companies can not develop without the dedication of employees, but in the current performance management have emerged a number of issues: assessment of light-weight management, light weight penalty award, the immediate re-light the long, light-weight request into the status quo, again and again big performance management for employees do not understand, do not match, thereby affecting the achievement of individual performance goals, but also created organizational performance unsatisfactory status quo. So how to change the status quo, to achieve the performance employee performance management process common growth and organizational performance win-win situation for enterprises to create a "with good people, train people, develop people," the performance of normal mechanisms, performance management has become key to the implementation of the next step.

Second, the vista - from the formation of a performance culture
Performance culture on the implementation of performance management system plays an invisible guiding operation, influence by the impact of a performance culture to help the performance of the enterprise value of all employees to form a relatively uniform understanding of concepts, so that performance management constraints employee behavior, "his law" to a performance culture in the sense of identity, "self" changes, but also the performance management process can lead to short-term behavior of the employee performance management culture advocate long-term developments.

In a performance culture in the formation, in accordance with the following three points of a trial to improve:
1 behavior-oriented point of view contributes to targeted performance culture in the performance management process, on the one hand by setting performance standards for staff awareness and behavior to provide a unified direction and standards, on the other hand, by strengthen the results of performance appraisal and pay, promotion, training and other vital interests of employees are closely related with the degree, issued to the employee-oriented behavior of the signal, whether to reach or meet pre-set performance standards will be directly linked to the vital interests of each employee the same time, This view also believes that every employee has a profit and avoid loss of motivation, would like to pursue the maximization of individual interests, and this process actually constitutes a performance standards intended to achieve the process of this performance management process will also help the "incentive for good behavior, organizational development affecting the conduct of punishment" behavior-oriented performance culture formation.

2. Emotional point of view helps to stimulate the formation of unity and harmony of the performance culture is not only the level of employee performance and performance evaluation method is science, index system set up is perfect correlation, but also with the emotional needs of employees can be met, the whether the harmonious atmosphere at work has a direct relationship in accordance with the relevant interpretation of psychology, human emotions can be divided into altruistic feelings, aggressive feelings, emotions and other types of hedonism, which also require our managers to accurately distinguish between different categories of employees emotional needs, and from an organizational point of view such efforts to meet the needs of employees in the management and staff, employees and staff to build up normal, good, healthy relationships, people I have relationships to promote achievement of performance management positive transformation, while creating a sense of mutual trust, mutual care, mutual understanding, mutual support, mutual respect and mutual love, unity and harmonious team environment that nurtures the good sense of cooperation and teamwork. and then to form a team performance to drive employee performance to improve improve organizational performance to promote the harmonious development of performance culture.

3 Capacity-development point of view contributes to continuous improvement of the performance culture in the performance management process to get the employee's performance continued to improve the performance of its most fundamental method is not set higher goals, to develop more stringent assessment methods, but to improve employees' enthusiasm for learning, for staff to provide more learning opportunities and fundamentally improve its inherent behavior patterns, make conscious efforts to organize in the desired direction. In the capacity development process, we more concerned about "people", that is, individual employees, the emphasis is on performance management cycle continuously improve staff capacity to provide continuous performance improvement of staff motivation. It is also based on this "person" care, we can better the performance management process to successfully promote the performance results of the positive transformation, and thus promote the "thing" the smooth implementation of Links to free download http : / / www.hi138.com
It can be seen in the current difficulties in the implementation of performance management, business managers only increase for the employees more investment and accelerate the performance management by the pace of change to a performance culture, strengthening the guiding role of conduct for employees, emotional care for the employees, and focus on capacity development for staff, and ultimately the formation of "a culture plus a standard" and "1 +1" model for business performance, strategies to achieve greater than "2", and infinitely closer. " infinity "may be provided. Links to free download http://www.hi138.com