长期以来,对于绩效管理存在一种狭隘化的偏见,认为其主要与薪酬和奖金支付挂钩,而对于员工的努力程度、员工与机构的目标是否符合这些更深层次的内涵缺乏足够的重视,狭隘偏见的结果导致组织和机构的发展停滞不前。其实真正高效的绩效管理不仅是给予员工适当的评估和物质薪酬的奖励,更主要是给予员工业务知识的指导、提升其业务能力和实践水平,从而将员工的努力与价值信仰统一到组织和机构的长期目标上来。更为重要的在于这是一个长期持续改进的过程,而这有赖于企业的领导层和企业文化的合力作用,绝非一日之功。 For a long time, there has been a narrow prejudice against performance management, considering that it is mainly linked to pay and bonus payments, but it does not pay enough attention to the extent of employees’ efforts, whether the goals of employees and organizations meet these deeper connotations, and narrow biases. As a result, the development of organizations and institutions stagnated. In fact, effective and effective performance management not only gives employees appropriate assessments and incentives for material rewards, but also gives guidance to employees on business knowledge, enhances their business abilities and levels of practice, and unifies their efforts and values ​​to organizations and institutions. The long-term goal. What’s more important is that this is a long-term process of continuous improvement. This depends on the joint efforts of the company’s leadership and corporate culture. It is by no means a day’s work.