What Is the Performance Management Process?

The performance management process has a clear purpose of performance management to improve the performance of individuals or teams, and promote the development and growth of people or teams.

Performance Management Process

Clear performance management process

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1. Assessing faults, senior leaders or leaders of the company do not have a performance appraisal form, or the appraisal goes away.

2. Performance management is disconnected from strategy implementation and cannot guide all employees toward organizational goals.

3. Unclear understanding of performance management, simply equating performance management with performance assessment.

4. The long-term performance of the company is often ignored in the setting of performance indicators, resulting in short-sighted behavior of the company.

5. The departments other than human resources are not sufficiently involved in performance management, and the implementation effect is greatly reduced.

6. There is a lack of performance communication between superiors and subordinates. Employees lack a commitment to the company and a responsibility. The superiors also lack the responsibility for the future growth of the enterprise while not training the employees.

7. The performance indicators are set in a comprehensive and complete manner, without highlighting the key points, and cannot guide employees' behavior.

8. The lack of quantification or too little quantification of the assessment indicators leads to an increase in the possibility of subjective judgment based on subjective judgment.

9. Performance propaganda is not enough, performance management cannot be consciously penetrated into the daily management of the enterprise, and performance management is not recognized or accepted ...

10. The results of performance appraisal are simply used for the payment of wages and bonuses, and lack of incentives

11. Ignoring performance feedback