The formulation of performance plan is the basic link of performance management. Without a reasonable performance plan, performance management is impossible. Performance coaching and communication are important links in performance management. If this link is not in place, performance management cannot be implemented.

From the practice cases of domestic consulting companies, there are three effective ways of performance guidance: daily guidance from superiors to subordinates, regular performance meeting system, performance guidance and feedback form. Performance management emphasizes the consistency of organizational goals and personal goals, and emphasizes the synchronous growth of organizations and individuals, forming a "win-win" situation; Performance management embodies the idea of "people-oriented", and managers and employees need to participate in all aspects of performance management.

The process of performance management is usually regarded as a cycle, which is divided into four links, namely: performance planning, performance coaching, performance appraisal and performance feedback. According to the management theme, performance management can be divided into two categories. One is incentive performance management, which focuses on stimulating the enthusiasm of employees and is more suitable for growth enterprises.

The other is performance management based on management, which focuses on standardizing employees' work behavior and is more suitable for mature enterprises. But no matter which assessment method is adopted, its core should be conducive to improving the overall performance of enterprises, rather than haggling over the scores of indicators.

The role of performance management:

1, achieve the goal

Performance appraisal is essentially a process management, not just an assessment of results. It is a process of decomposing medium and long-term goals into annual, quarterly and monthly indicators, and constantly urging employees to achieve and complete them. Effective performance appraisal can help enterprises achieve their goals.

2, mining problems

Performance appraisal is a PDCA cycle process of continuous planning, implementation and revision. The whole performance management link includes the cycle of setting performance goals, meeting performance requirements, revising performance implementation, performance interview, performance improvement and resetting goals, which is also a process of constantly discovering and improving problems.

3. Distribution of benefits

Nothing in the assessment has nothing to do with interests. The salary of ordinary employees will be divided into two parts: fixed salary and performance salary. The distribution of performance pay is closely related to employees' performance appraisal scores, so when it comes to appraisal, employees' first reaction is often the payment of performance pay.

4. Promote economic growth

The ultimate goal of performance appraisal is not to simply distribute benefits, but to promote the growth of enterprises and employees. Through assessment, we can find problems, improve problems, find gaps, promote progress and finally achieve a win-win situation.

Reference to the above content: Baidu Encyclopedia-Little Red Book