What are the problems in performance management practice?

Performance management is a double-edged sword, which can promote individual performance and improve the overall performance of the organization. If it is not used well, it may dampen the enthusiasm of individuals and affect the performance and working atmosphere of the whole group. There are many problems in performance management in practice. Here are one or two.

First of all, a very important issue is the setting of performance goals. Since it is an assessment, it is based on scientific and reasonable performance goals. If this goal is set scientifically and reasonably, the assessment will be fair, reasonable and meaningful. The setting of performance goals should follow the smart principle.

For example, the goal should be specific, quantitative and the assessment should be operable. However, some work in enterprises is unmeasurable and macroscopic, and there is no immediate effect in a short time. However, with 200% effort and 80% effort, it is impossible to make a difference in actual output.

For this kind of work, it may hurt their enthusiasm if they are assessed for the sake of assessment, adopt unreasonable assessment objectives that cannot reflect their contributions and make an objective assessment result.

On the contrary, in order to facilitate the assessment, employees may blindly do things required by the assessment standards in order to meet the assessment standards, instead of starting from the work itself and doing things in order to achieve better results.

For example, Haidilao once formulated a particularly detailed assessment standard for waiters, including the requirement that the number of drinks in customers' cups should not be lower than a certain standard, so as to assess whether the waiter's service is timely and thoughtful. As a result, the waiter kept staring at the customer's cup. As soon as there is less drink, you should refill it. The customer didn't want to drink any more, saying no more pouring. The waiter will still look for opportunities to pour, because if the manager sees that the drinks in the customers' cups are below the assessment standard, he will be deducted. Questions like this have caused many jokes and farce. Therefore, Haidilao did not use this performance appraisal method later.

In short, there are many other pits that need to be avoided in performance appraisal. Doing this job well is a deep art.

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