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Do not let the development of performance appraisal errors
I graduated from college into the marketing industry, and today has more than seven years of. In the course of seven years, my career is still quite smooth, some along with me into the company, was on the performance than my distinguished colleagues are still stuck in situ, in their view, I am upgrading because I was more than luck they are a good time, I also think so.
But with the changing role, I am the relationship between performance and career development awareness of the issue are beginning to change. I think that: the performance is like graduate school entrance exams in English, the same results, if the English score line is 6 am, where your English results are less than six would certainly not have the chance, as long as you can is more than six, and can have more test is of course a good . Which English for candidates who score higher than you, can not necessarily be admitted, because the results depend on other subjects and interview performance.
For the marketing people, often a mistake is ‘partial section’, only to learn ‘English’ and give up other courses of study and capabilities, the result is the development of excellence, but missed. If we say that a good performance is not a sufficient condition for professional development, then what is the purpose of performance evaluation of what? And how can we deal with performance is it? What kind of people where there are career development?
Docking is a bonus and performance
Sometimes, when the company’s best-performing employees can be upgraded, not to mention the other employees, the staff will be ranked first full stomach grumbled into my office and asked me: ‘Why did mention that he did not mention me? ‘
I believe that in many enterprises the existence of such phenomenon, if this phenomenon is occurring on you, I would like to say to you is: do not think this is leading to your biased, because the decision wh
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