如何让绩效考核不走样（How to make the performance appraisal not out of shape）.docVIP

如何让绩效考核不走样（How to make the performance appraisal not out of shape） Perhaps it is because enterprises do not have a clear strategic goal, perhaps because the managers mistakenly believe that the performance appraisal is the outcome of the staff work examines Ping, perhaps the employees that the performance appraisal is that enterprises should pay for their demotion means...... As a result, performance appraisal in the implementation of the way. Have a look at your business performance review, have you ever had this problem? Think performance appraisal is bad, do bad, also offend people, output not to please. As a result, even when the problem is discovered at ordinary times, and even dissatisfied with the working conditions of some employees, the results of the assessment are almost excellent when they are actually evaluated on paper. As a result, performance appraisal becomes a mere formality and has no effect. Without the implementation of performance appraisal, the relationship between employees within the enterprise is relatively harmonious, and we all cooperate well in our work. But the implementation of performance appraisal, the staff in order to safeguard their own interests, in the work of, from the overall interests of the enterprise, the code is to protect their own interests first, only for their targets, the work of colleagues encountered difficulties like before applying hand aid, but watching the chaos. Do much, much more, the wrong button, so that employees do not want to push the ballad of wrangling, the enthusiasm of the staff work, lead to fall. A plurality of post cross sector collaboration work, punishment is not clear, even the first prize, can directly benefit the Department staff, the staff full of complaints from other departments, disgruntled. How to solve this problem? How can performance appraisal be effective? Getting what you want in the most direct way has always been a habit and a natural practice in the pursuit of goals. Therefore, th