Performance is the effective result of work. Employee performance is the effective result of employee work, and enterprise performance is the sum of effective performance of enterprise organization. The so-called performance management is a circular management process of setting, realizing, evaluating, applying and improving performance goals. Enterprise management is essentially performance management. What methods are adopted to improve the performance management level varies from enterprise to enterprise. Below, I will introduce the improvement methods and assessment methods of performance management for your reference. Welcome to browse!

First, performance improvement methods

Performance has been produced, and no assessment can change the result. Only by changing the process of performance generation can performance be improved. Performance improvement is the key to performance management.

There are many ways to improve performance from the individual point of view, and there are ten ways to improve performance from the overall point of view of the enterprise organization.

1, reduce invalid activities. This is the most direct and simple way to improve performance. Any enterprise and any individual can use it. Organizing employees to ask more why can cut off many invalid activities. For example, "Why are you doing this?" "Why not use a simpler way?" "Why do you want to separate a few people to do? Can't one person bear it? " At present, the ineffective activities of employees in Chinese enterprises are very common. First, the enterprise management mode is backward, second, the enterprise training is insufficient, third, the responsibilities are unclear, and fourth, the bad habits of employees.

2. Improve personal skills. This is also a simple and easy method, and enterprises only need to set up a skill upgrading reward.

3. Improve team skills. It is best for enterprises to improve their employees' skills in an organized way. It is a good choice to invest a certain training fee, train employees in groups, or organize employees to observe and learn from each other. This activity has the advantages of low investment, quick effect and wide benefits, and is worth popularizing and applying.

4. Change the way you work. The change of way is also innovation. Enterprises should encourage employees to innovate and guide employees to explore changes in working methods in an organized manner. Sometimes changing the working place and working hours can improve the efficiency. The combination of activities and the arrangement of priorities are also the contents of process optimization.

5. Improve equipment and facilities. This method needs to increase the investment of enterprises. Enterprises should carry out feasibility analysis to ensure that the increase or update of equipment and facilities can bring greater returns. In other words, among the three methods of process optimization, the "value contribution method" should be adopted for comprehensive evaluation and selection.

6. Change management methods. This method also needs to increase the investment of enterprises, at least in time. It is necessary to organize employees to review the existing management methods, find out the management methods that are not suitable for the actual situation of the enterprise, explore the management standards recognized by everyone, and give up the management methods that increase the management burden but cannot bring performance, such as layer-by-layer reporting and layer-by-layer supervision. If an enterprise hires external experts to help improve its management methods, it will generate capital investment.

7. Implement rationalization proposals. This method is also called employee participation in management. Under the traditional management system, employees use their legs without thinking, and of course they don't work hard. Employees obey the arrangement of superiors and are not responsible for the work results. Employees' participation in management can greatly arouse their work enthusiasm and initiative. "Only by managing less can we manage well" means relying on employees to participate in management and making each employee responsible for the work, thus greatly reducing the unclear phenomenon of "everyone is responsible and everyone is not responsible". "The master is in the people", and it is not uncommon to carry out employee rationalization suggestions to bring enterprises back to life.

8. Learn from industry experience. Adopting this method requires the person in charge of the enterprise to have foresight, be willing to learn and be good at learning. Any industry has a benchmark industry that is at the forefront in management practice. Plagiarism is useless, but it is impossible to learn from it. At the same time, learning from the failure of the same industry, avoiding the detours that others have gone through, avoiding the trap of others' failure, and reducing the cost of their own exploration can also be regarded as a kind of learning and an improvement.

9. Change management thinking. This may be the most powerful way to improve performance. The low per capita performance of enterprises is mainly due to the backward management ideas. There are countless bosses who regard enterprises as personal private property. Enterprise is a platform for making money, and it is also a platform for all stakeholders to make money together, not just the boss. Investors, operators, managers, workers, national governments, partners, product customers and even social citizens are all indispensable elements to support the enterprise platform. Lack of any factor will affect the stability and development of enterprise platform. Changing the cognition of the enterprise, changing the management mode and activating the potential of all elements may amplify the driving force of enterprise development several times or even ten times or hundreds of times. The great changes and soaring of China's economy caused by the power of ideological emancipation are the best proof.

10, corporate culture construction. Management is not complicated, mainly depends on system, process and culture. The first eight performance improvement methods must be embodied in system construction and process optimization. Change management thought and enterprise culture construction belong to the content of cultivating enterprise culture and the spiritual level. Enterprises can build corporate culture, unite employees' thoughts, cultivate team spirit and cultivate good work habits, which will have a sustained impetus to the improvement of enterprise performance. But it is not a short-term effective method, but a long-term method to moisten things quietly, and we should not be eager for quick success and instant benefit.

Second, the performance appraisal method

This paper only introduces the "3325" innovation performance evaluation method summarized by the author in the practice of consulting enterprises.

The "3325" here is a summary of three "3s" plus two "5s". Three "three" refers to three criteria for passing performance appraisal, three requirements for success of performance appraisal and three steps for implementation of performance appraisal. The two "five" refers to the five-character standard and five principles followed in performance appraisal.

First, pass the three criteria of performance appraisal.

Inspired the enthusiasm of most people in the enterprise, improved the overall efficiency of the enterprise and increased the income of most employees. Most people here should account for more than 85% of the employees assessed by enterprises, and it is best to reach more than 95%.

Second, the three requirements for successful performance appraisal

Establish a job evaluation standard approved by superiors and subordinates in advance, and the simpler and more intuitive the assessment elements, the better, and employees become the main body of assessment.

(1), establish the job evaluation standard approved by the superior and the subordinate in advance. This standard is not a standard that a few people can reach, otherwise it will be unfair to most employees. This standard must be the goal that most employees can achieve with a little effort, otherwise it will lose its incentive significance.

(2) The simpler and more intuitive the assessment elements, the better. The selection and determination of assessment elements must be recognized, understood and accepted by most employees, both horizontally and vertically, in order to achieve the purpose of simple calculation and accurate evaluation. The "post responsibility" in the "post work standard" in this book is the assessment element. The post must be assessed, that is, what is done is assessed.

(3) Employees become the main body of assessment. This is also the embodiment of the concept that employees are the main body of enterprise wealth creation. The assessment is conducted every day and summarized once a month. One watch a month, and only one. Can't be cumbersome, cumbersome will waste time, increase costs and make employees very tired.

A good assessment method is the method of issuing a ticket by the traffic police. The quality of employees' work is based on facts and evaluated on the spot at that time. Assessment, rewards and punishments are based on the system, and there is no after-the-fact accounting. Employees who have no factual basis will not be punished for their mistakes, so the assessment will run in the sun.

Third, the three steps of performance appraisal implementation

Make plans, mark standards, and constantly evaluate.

(1) Planning means that the changes of each position in the current month must be planned in advance, otherwise there is no assessment basis.

(2) Staring at the standard means that each assessment can only stare at the established standard and cannot be changed or temporarily adjusted at will.

(3) Regular assessment means that the assessment should be synchronized with the work results, and it should be carefully assessed day after day. The word "regular" has been split. Some work needs to be completed on the same day, some work may take a week, and some work may take months to complete. It must be assessed according to the time when the work is completed, and it cannot be taken for granted or estimated.

Four, the five-word standard and five principles followed in performance appraisal

The five-character rule is "speak with facts" If there is no factual basis, no one can make a decision on rewards and punishments.

The five principles of performance appraisal are: value orientation principle, synchronous development principle, dynamic assessment principle, horizontal comparability principle and guiding cooperation principle.

(1) Value-oriented principle

Guide employees to work to create value, not to satisfy the boss or make colleagues happy. No superficial articles, no invalid activities.

(2) the principle of synchronous development

Let employees share the development achievements of the enterprise, let employees who pay more pay more in return, and let the improvement of team performance benefit every member.

(3) the principle of dynamic evaluation

It is not easy to achieve quick results in newly added posts and newly opened areas. We must consider the objective differences historically and lower the performance standards appropriately, so that employees in these positions can see the direction of their efforts and feel the benefits brought by gradually improving their performance. If employees are unwilling to move to new jobs, it will affect the realization of enterprise strategy.

(4) the principle of horizontal comparability

The standards are broad and strict. It doesn't matter if it's too wide or too strict. The key is that employees feel fair and reasonable. We can't let some positions suffer in the assessment, nor can we let some positions take advantage in the assessment. Don't let unfair assessment hurt employees' enthusiasm and team morale.

(5) the principle of guiding cooperation

Enterprises must weigh the overall interests and long-term interests, guide employees to cooperate with each other, improve performance, pay attention to behind-the-scenes heroes and those auxiliary positions, let them share the benefits brought by the overall performance improvement of enterprises, and consciously limit the heroic behavior of individuals fighting alone. If so, the team cohesion of the enterprise will rise and the overall performance of the enterprise will also climb.

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