What Is the Connection Between Attention and Performance?

Performance communication is the core of performance management, which means that the appraisers and the appraisers conduct substantive communication on the problems reflected in the performance appraisal and the problems existing in the appraisal mechanism itself. A management approach to improve and enhance employee performance. Performance communication plays a very important role in the entire human resource management.

Performance communication

Performance communication is the core of performance management, which refers to the problems reflected by the appraisers and appraisers on the performance appraisal and the existence of the appraisal mechanism itself.

From the perspective of influencing employee performance, different communication elements may result in different employee performance. The communication elements are generally reflected in the following eight aspects:

(1) Frequency of communication: the number of times the appraiser communicates with the appraisal within an assessment cycle.

(2) Assessor's communication ability: Assessor's ability to make full use of various communication skills to achieve communication goals.

(3) Assessor communication style: It is divided into four basic types-command type, guidance type, support type, and commission type.

(4) Individual characteristics of the examinee: including the gender, age, preference, education, income, position, etc. of the examinee.

(5) Participation degree of the assessee: The degree to which the assessee participates in performance communication.

(6) Barriers to communication: There are three types of barriers to assessment, barriers to understanding and barriers to assessment, which are specifically reflected in status effects, semantic problems, sensory distortions, cultural differences, environmental chaos, inappropriate choice of information channels, and no feedback.

(7) Communication types: including writing, conference communication, interviews, negotiations, speeches, listening, etc.

(8) Communication direction: There are three types of communication: upward, downward, parallel, and downward.

Performance communication requires active participation at all levels of the enterprise

From the perspective of participants, performance communication is divided into three levels, that is, the company's senior leaders, middle managers and basic employees. There is performance communication within the three levels, and there is also performance communication between the levels. Among them, the communication between the senior leaders of the enterprise and the middle and senior management of the enterprise is the most important link of the entire performance communication.

The middle and senior management personnel of an enterprise are the main body in formulating the development strategy of the enterprise. How to implement these strategies into the actual work of each employee and involve each employee to jointly promote the stable, sustainable and rapid development of the company. Management performance communication is particularly important. Their communication is directional communication, which is the communication that determines the survival of an enterprise. Therefore, every senior leader of an enterprise needs to pay special attention.

The communication between middle-level managers of an enterprise is related to the overall work performance and team building of each department, and also to the cooperation and cooperation between various departments.

The communication between the middle management of the enterprise and the general employees at the grass-roots level (between the executives) is the most basic link in the entire performance communication process, which will directly affect the effectiveness of the implementation of various policies and policies of the enterprise. Middle-level management personnel should always pay attention to the dynamic tracking of corporate strategy and actual business progress in the process of implementing corporate strategy, and ensure that the actual work of employees is closely carried out around the corporate strategy.

The communication among general employees at the grassroots level of the enterprise is mainly the communication between employees with business collaboration relationships.

Generally speaking, a complete performance communication process is mainly composed of the preparation phase before communication, the communication process from the manipulation phase and the tracking phase after communication. And these three parts are closely connected, forming a circular loop with strong logic.

Performance communication runs through all aspects of performance management:
1. Performance plan communication: In the early stage of performance management, the supervisors and subordinates communicated about the goals and contents of the performance plan during this management period (such as the current month and quarter), as well as the measures, steps and methods to achieve the goals. In order to achieve the purpose of smooth and efficient work based on the consensus of both parties.
2. Performance guidance communication: In the process of performance management activities, according to the actual performance of the subordinates in the work, the supervisor and the subordinates communicate and guide the subordinates' attitudes, processes and standards, working methods and other aspects to achieve timely confirmation or timely Correct the purpose of the guide.
3.

Methods of performance communication can be divided into two types: formal methods and informal methods:

The core position of performance communication in performance management, performance communication can achieve:

1. Set to be recognized by all organization members

When conducting performance communication, as a supervisor, you must first develop your own listening quality. Listening is a two-way communication. The purpose of listening is to make the most appropriate response, and to understand the opinions and feelings of others through listening. Supervisors who do not understand communication cannot have a high-performance team, and no perfect performance management system can make up for the negative impact of the lack of communication between supervisors and employees. Good performance communication can remove obstacles in time and maximize performance. Therefore, when conducting performance communication, the supervisor must first pay attention to developing his own listening skills.

Listed below are some

Communication in performance management is very important, whether it is performance communication during goal establishment, or communication during performance implementation, or even

To sum up, performance communication plays such an important role in performance management. However, in our

How to make this aspect of performance management

The first realm of performance communication

Sloppy action, negative effects came into being

The most obvious realm of performance communication is the lack of preparation, hasty action, and the negative effects arise as the times require. Without a properly prepared communication, the signal to the appraisers is "the company doesn't take me seriously". Of course, those who are assessed do not take performance communication seriously. For example, after Company L announced the results of the performance evaluation in this period, Xiao Wang's evaluation results appeared to be unsatisfactory, his mood also seemed a bit low, and his working condition was not good. All this was seen by the supervisor and anxious. Once, the supervisor and Xiao Wang met in the company's bathroom unexpectedly. The supervisor felt that he should seize this opportunity to talk with Xiao Wang to inspire his enthusiasm for work. So he said to Xiao Wang, "Oh, Xiao Wang, your assessment results are not very satisfactory, and you need to work harder in the future." Listening to these words, but Wang was not very happy, in his words: "What do you mean! Is it worth the opportunity to talk in the bathroom like this?"

In terms of effect analysis, this performance communication is actually relatively unsuccessful, because it not only failed to inspire Xiao Wang's enthusiasm for work and improve his working status, but also caused Xiao Wang to have a "wrong view" of the enterprise. Generally speaking, this negative performance communication effect comes from three aspects:

First, there is no clear and specific performance communication goal. As far as goals are concerned, when companies communicate performance, they expect that the performance of employees can be improved through this communication, and the overall performance of the company will be improved. But this is just a big goal or a "fuzzy goal". Of course, the specific actions guided by this goal will certainly seem a bit "fuzzy." Really effective performance communication should set a clear and specific goal for this communication before communication. For example, what information is expected to be obtained through this communication, what information is transmitted to employees, and what effect needs to be achieved.

Secondly, the wrong choice of language. The supervisor first said that Xiao Wang's assessment results were not satisfactory, which seemed a bit inadequate. Originally, Xiao Wang was panicked because of the performance evaluation results. The supervisor mentioned this again, and Xiao Wang must be a little unhappy. Before carrying out performance communication, you must choose different languages according to different types of employees. While affirming employees' problems, don't forget the advantages of employees. For example, for employees with great meritorious achievements, when their evaluation results are satisfactory, they must promptly eliminate their pride and complacency and encourage them to go to the next level. For employees who do not care about the evaluation results, they should point out the dangers of doing so and make them correct Work attitude.

Third, lack of formality. The communication effect is closely related to the communication place and the choice of personnel to implement the communication. As Xiao Wang said, "Is it worthwhile to seize the opportunity to talk in the bathroom?" The signal sent to Xiao Wang is that the supervisor didn't actually intend to communicate with him, just met him, by the way. Naturally, this communication in Xiao Wang's eyes would not have regularity, and the effect would be unsatisfactory. Communication must first work on the site, indicating that the company attaches importance to this communication.

The second realm of performance communication

Generally speaking, the effect is no effect

The expression of the second artistic conception of communication is generality. As soon as the general manager of company H returned from a business trip outside the country, the head of the human resources department immediately reported to him the performance evaluation results he had just completed. On the whole, the company's performance in the previous stage is not good. In particular, the performance evaluation results of the sales department were rather unsatisfactory. In the face of this important issue, the general manager felt it necessary to talk to the sales executive immediately. The sales executive went to the general manager's office that afternoon. In the communication process, the general manager kept emphasizing the need to increase sales. In the end, I talked about some feelings and family situation of the business trip unknowingly. Later, the communication meeting was "pleasedly" completed with the urging of the bell from work. General speaking is almost a common phenomenon in many performance communication. In fact, it is also a no-no of performance communication. You should know that performance communication requires a lot of time costs for the company, but general-purpose performance communication cannot recover these costs for the company, of course, it is extremely detrimental to the development of the company. The reasons for the general and performance-based communication are specifically twofold:

First aspect: Failure to find substantive problems for employees. Communicate with the assessee. If the substantive problems of the employees cannot be found, the entire communication will lose the main line of communication progress, and even the situation will be reversed. For example, the general manager of the company began to communicate in a hurry, and under the premise of failing to find the actual problems of the company's sales, he had to focus on the sales volume, but could not put forward specific countermeasures on how to increase the sales volume. The content of communication has turned to the feelings of traveling and family!

Second aspect: the outline of the interview is missing or not exhaustive. Generally speaking, in order to prevent the interview from appearing "cold" or deviating from the communication goal, the party as the company needs to develop a more detailed outline of the interview to prevent this situation. If there is a lack of such an outline, and the performance management personnel's ability to control communication is not strong, the situation of cold communication and general conversation is easy to occur. That entire performance communication also lost its original function and meaning. Therefore, a successful communication is inseparable from a detailed interview outline.

The third realm of performance communication

Careful preparation, flexible manipulation, "effective in the sound" A complete performance communication process is mainly composed of the preparation phase before communication, the manipulation phase during communication, and the tracking phase after communication. And these three parts are closely connected and interact with each other to form a strong logical cycle.