1. Insufficient understanding of performance management: the company lacks a complete performance management system and still stays in the performance appraisal stage. Performance management is the management of various elements in the process of performance realization, and it is a management activity based on enterprise strategy. Performance management is a kind of management activity through the establishment of enterprise strategy, goal decomposition, performance evaluation, and the use of performance achievements in daily management activities of enterprises, in order to motivate employees to continuously improve their performance and finally achieve organizational strategic goals.

2. Poor communication and untimely feedback: Although the feedback and appeal system of performance appraisal has been established, due to the lack of information feedback and effective communication, employees do not know the shortcomings in their own work and the direction of future efforts, and the performance appraisal cannot achieve the purpose of improving management performance, thus hindering the guiding and educational role of performance appraisal for employees. Performance appraisal finds problems but can't solve them. Most department leaders in the company don't pay attention to communicating with employees and providing them with opportunities to continuously improve their own abilities, and lack management skills. The company should strengthen the training and development of management skills for managers at all levels.

3. performance management is out of line with strategic objectives: the performance objectives of various departments of the company are not decomposed from the enterprise's strategy layer by layer, but are put forward according to their respective work contents, that is, bottom-up declaration, rather than top-down decomposition.

4. unscientific setting of performance indicators: as a performance management, we should mainly grasp the key performance indicators, establish personalized evaluation indicators for different employees, and guide employees' behaviors to the target direction of the organization. Too complicated indicators in Otawa can only increase the difficulty of management and reduce employees' satisfaction, which will affect the guiding role of employees' behaviors. The company's performance evaluation mechanism belongs to a non-participatory evaluation system. Employees passively accept tasks, with vague goals and unclear responsibilities. After the work is completed, the superiors use limited indicators and subjective impressions to evaluate and assess their subordinates, which has a large deviation and cannot stimulate the enthusiasm of employees. The existence of too many qualitative indicators naturally cannot avoid the subjective judgment of the evaluation organizers in the actual evaluation process, which affects the seriousness and effectiveness of the evaluation work.

5. Performance appraisal is subjective and one-sided: A sound performance appraisal system aims to judge the potential development ability of employees through the evaluation of their work in the past period of time, and serve as the basis for rewarding and punishing employees. However, in practice, the correctness of performance appraisal is often influenced by human factors, such as the moon halo deviation, self-similar effect, convergence effect and recency effect. Most of the defects in the performance appraisal system come from the subjectivity and one-sidedness, and the results will inevitably affect the credibility and validity of performance appraisal.