Performance appraisal management is in a very important position in enterprises, and every enterprise attaches great importance to it, but if there is deviation in implementation, it will bring adverse effects to enterprises. 1. Job analysis is not in place.

A good performance management system can not only promote the overall performance of enterprises, but also help to improve the personal professional skills of employees. In other words, position analysis and employee competency model are the starting point and destination of performance management. Without these two foundations as a reference, the performance appraisal of enterprises can only follow the "feeling". This kind of "feeling" is often biased and even has serious consequences. Because different positions have different emphasis on performance evaluation, enterprises should use different evaluation indicators to measure different positions. 2. The blind pursuit of quantitative indicators

From qualitative assessment to quantitative assessment, at present, China's performance appraisal is becoming more and more procedural and numerical, and many enterprises hope to "calculate" fairness in the correct "score calculation". To this end, the human resources department took pains to calculate the score of each assessment item for each employee at the end of the month and the end of the year. Although its conscientious heart is commendable, it is a pity that this huge assessment project, which consumes money and energy, won the enterprise not the sustained growth of performance, but the tension of interpersonal relationship and the brain drain. 3. The feedback mechanism is not perfect

In the case of imperfect feedback mechanism, it is difficult for employees who are rated as excellent to make persistent efforts because they don't know which advantages they have won the favor of their superiors. For employees who are not rated as excellent, they can't figure out where their shortcomings are, so it is difficult to correct their mistakes. You know, performance management is to improve employees' work skills and serve their progress. If there is not enough communication between the appraiser and the appraisee, there is no way to talk about the progress of employees.

4. Lack of strategic guidance and cultural support

Performance management is very important for many enterprises, because it is related to the effectiveness of enterprise strategy implementation. It can be said that enterprise strategy is a beacon to lead the course of performance management, and enterprise culture is the adhesive to condense the operation of performance management. Without any one, the value of performance appraisal management will change.