Performance management process is a process based on collaboration and communication. Employees and management plan, supervise and review employees' goals, long-term goals, work trajectories and comprehensive contributions to the company. This process is continuous, with regular meetings, and both management and employees have the opportunity to provide and receive feedback.
According to Gallup's American Workplace Research Report, only 22% employees are dedicated and actively developing. Dedicated and successful employees are more likely to maintain excellent performance, even in difficult times. This also means that as long as their organization has the right type of management process, 78% employees can do better.
The reasons for the lack of motivation are the promotion of unworthy employees, the lack of operational feedback, and the management's failure to involve employees in goal setting. All these show the importance of the performance management process and why every part must be done well to make the whole process successful.
Management mechanism of performance management:
The mechanism of performance management is to set reasonable goals for organizations or individuals, establish effective incentive and restraint mechanisms, make employees work hard in the direction expected by the organization, and improve the performance of individuals and organizations.
Through regular and effective performance evaluation, affirm the achievements and point out the shortcomings, reward the behaviors and results that help to achieve the organizational goals, and restrain the behaviors and results that do not meet the organizational development goals; Through such an incentive mechanism, employees can develop themselves, improve their ability and quality, and improve their working methods, thus achieving a higher level of personal and organizational performance.
From the performance management cycle model, we can see that the following four aspects are very important links to achieve a virtuous cycle of performance management: first, management by objectives; Second, performance appraisal; Third, incentive control; Fourth, evaluation.