Solution: formulate relevant safeguard mechanisms, such as establishing a red envelope delay mechanism.
2. Performance results are generally overestimated, and the difference is small: for example, performance results/scores are generally high, but what if the difference in assessment results is small? The reasons for this situation are complicated.
Solution: (1) Organize data sources to ensure that data or problems can be collected as completely as possible; (2) sorting out historical data, and re-establishing the intensity of addition and subtraction and the target value according to the historical data; (3) The compulsory distribution method can be considered.
3. Insufficient improvement of indicators: the main performance is that the indicators remain unchanged for a long time, and the reasons are analyzed: the person in charge is slack and lacks the skills to formulate indicators.
Solution: (1) You can organize a discussion on performance indicators every cycle, so that everyone can tell the purpose of setting indicators and urge those responsible to improve from the atmosphere; (2) Organize the appraisal or publicity of relevant indicators, reward those who meet the standards, and publicize the indicators for a long time, so that public opinion can urge those responsible to improve.
4. The target is difficult to determine: what if the target value is not clear?
Solution: (1) Collect historical data and determine it according to the average value of historical data; (2) Proposed by the appraised person and confirmed by examination; (3) If you still can't decide, you can consider setting more specific or appropriate indicators from other angles or more detailed angles.