绩效管理

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持续沟通和辅导是绩效管理的核心，贯穿于整个绩效管理甚至企业管理过程的始终

持续沟通。持续沟通和辅导是绩效管理当中的一项非常非常重要的工作，它是贯穿于整个绩效管理甚至企业管理过程的始终。

首先，在第1个环节制定绩效目标与计划的过程中，上级主管对公司的战略目标的解读和分解，需要与下属员工进行充的分沟通，

让下属明白：

我们的目标是什么？

为什么要制定这样的目标？

为实现这个目标我们需要采取哪些行动措施和路径？

只有进行了充分的沟通和辅导，员工才能够更加容易接受这样的目标。

在企业管理实践中，很多企业都没有做好这一点，往往都是上级直接将目标强行下压给员工，让员工接受也得接受，不接受也得接受，这样势必会引起员工内心的抵触。

                               
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Continuous communication and coaching are the core of performance management and run through the whole process of performance management and even enterprise management

Continuous communication. Continuous communication and coaching is a very important work in performance management, which runs through the whole process of performance management and even enterprise management.

First of all, in the process of formulating performance goals and plans in the first link, the superior should fully communicate with the subordinate employees about the interpretation and decomposition of the company's strategic goals,

Let subordinates understand:

What is our goal?

Why should we set such goals?

What action measures and paths do we need to take to achieve this goal?

Only through adequate communication and coaching can employees more easily accept such goals.

In the practice of enterprise management, many enterprises fail to do a good job in this regard. It is often the superior who directly pushes down the target on the employee, so that the employee can accept it or not, which will inevitably lead to the internal resistance of the employee.

                               
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其次，在第2个环节绩效实施与辅导的过程中，更是需要进行持续的沟通。

发现目标出现偏离或员工出现问题，上级要主动去辅导员工，帮助员工纠偏，让员工始终在正确的航道上前行。不过遗憾的是，这个过程也是被很多企业所忽视。

第四，如果沟通不得当或不充分，有可能会发生员工离职或劳动纠纷等事件。

例如考核结果强制分布并与薪酬挂钩，处于末尾的员工往往会出现离职，甚至与企业发生劳动纠纷等事件。而且，员工发展这块的沟通很多企业做得不够好，绩效改进也一样，往往是走个过场

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Secondly, in the process of performance implementation and coaching in the second link, continuous communication is required.

In case of deviation from the target or problems with the employees, the superior should actively coach the employees and help them correct the deviation, so that the employees can always move forward on the right path. Unfortunately, this process has also been ignored by many enterprises.

Fourth, if the communication is inappropriate or insufficient, employee resignation or labor disputes may occur.

For example, if the appraisal results are distributed compulsorily and linked to the salary, the employees at the end of the appraisal will often resign, or even have labor disputes with the enterprise. Moreover, many enterprises have not done a good job in the communication of employee development, and performance improvement is also the same

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bilywang 发表于 2023-1-3 08:49
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感谢支持 共同学习提高呢

xx3106

很全面，我们老板说过要实施绩效管理，但是一直没动作