绩效管理不是一个独立的管理手段,要想做好绩效管理,还要做好绩效周期开始时的计划、指标确定、绩效沟通、目标达成等工作,绩效考核后还要进行绩效反馈和沟通。绩效管理能有效地调动组织与员工的积极性和创造力,持续提高组织绩效和岗位绩效。 Performance management is not an independent management tool. In order to do well in performance management, it is also necessary to do a good job in planning, determining indicators, communicating performance and reaching goals in the beginning of the performance cycle. After performance appraisal, performance feedback and communication are also required. Performance management can effectively mobilize the enthusiasm and creativity of the organization and staff, and continuously improve organizational performance and job performance.