The lack of communication between counselling

First: to ignore the outcome of the process

Now a lot of corporate performance assessment, always tend to result as a primary factor, performance hero is also strongly pursued the target enterprises. But that many on the resulting health problems: staff through what means the goal of complete » Is dedicated to overcome the difficulties danger achieve its objectives, or yielding to follow the development of the market and Zuoshouyuli » Or at the expense of their long-term interests at the cost of the manner in which to take Yinzhenzhike by personal gain .

For example: A completed a goal and B were not completed, the award who » There is no doubt that should be a reward, B should be punished. But careful analysis will be completely different conclusion: A high-speed growth in the region, effortlessly completed on the target, in fact, than his competitors grow faster and more. B and the market has saturated, highly intense competition, B through fine cultivation of the market, strengthen its dealer services, and effective promotion, to avoid a continued decline in sales, while sales of our competitors are substantially reduced. This should be the reward is a B rather than A, but against the staff, we have the wrong incentives.

To ignore the outcome of the process, it is easy lead to only superficial, resulting in the wrong incentives, incentives would be wrong to convey the wrong signal to the staff, resulting in quick success of the staff. Staff just now, do not look at the future, some impact on the sustainable development of enterprises were not concerned about. Thus, short-term boost their efficiency, but the long-term corporate earnings may be impaired. For example, some enterprises will be a big reason for the twists and turns, its common reasons are: In order to rapidly increase revenue, operational staff blind to the dealer Distribution, low-priced walk; Although such a short period of time sales of big, happy, but in the end Corporate profits are low or even losses.

Second: only assessment rate, the performance did not improve

Performance evaluation, the staff did not complete the task, what are the reasons . Is internal or external factors, organizational factors or personal factors, is the lack of knowledge, skills, poor attitude or a problem. All these require careful analysis. Through interviews, we will soon find employees with good performance of the real reason for the poor, help employees understand its shortcomings. At the same time, will find that the impact of the completion of the performance of the company and external problems. According to charge less than their subordinates and to improve the upgrading of the appropriate methods to help their subordinates to remove the external obstacles in their daily against the lack of staff to strengthen counselling, such employees will be able to quickly upgrade the skills, performance will be completed faster and better. At the same time, employees have the skills and performance improvement, and strengthen the work of its staff in confidence and enthusiasm, to further improve future performance, enterprise performance showed a benign cycle.

However, many enterprises do not precisely these extremely valuable and lasting impact on employees and business performance of the work. Many companies went out of the competent and unwilling to communicate with subordinates interview, the interview is perfunctory or going through the motions, why not staff performance standards, the real question is what, what do not, what are the difficulties, what are the ideas of these I do not know all are. On the other hand, the lack of counselling and improved, no problem for the staff to make the appropriate solutions, we can not help the performance of the staff behind the completion of tasks, against the risk of punishment, and this led to the issue time and again the emergence of three , The simple repetition of the mistakes committed. This assessment will cause great dissatisfaction with the staff. The performance and skills of staff in situ Dazhuan, the demands were ignored, has also led to the decline in confidence in the staff, resulting in the assessment of the situation worse. In fact, the only assessment points, multiplication and division summary for addition and subtraction, such a thing, primary and secondary school students will do. Unfortunately, many enterprises are still in the evaluation of the level of primary and secondary school students.

Third: for the wrong role

Many managers of enterprises only stay in the level of work, busy day to do their own things, the work of subordinates simply issued orders and after inspection, and not really take charge should assume the role. Many competent subordinates do not think counselling to help subordinates growth is its due responsibilities. In the enterprise, we often see that many highly competent own business, but performance under the mess, but at this time, he is often considered to be incompetent subordinates, rather than their own management problems. Of course, under the lack of guidance, also in charge of the Ziniang to taste the bitter fruit of that work under often the problem, only on the charge of fire-fighting every day to busy, the real core of valuable work is not done, this led to their goals can not be completed, Unable to work for the performance of value-added enterprises.

In addition, although some charge understand their own role, but the lack of relevant management knowledge and counselling skills, not subordinates of performance problems, can not help their subordinates out of its predicament. In fact, Dumu difficult forest, a high performance team is in charge of a competent officers, directors not only responsible for their own performance, but also responsible for the performance of their subordinates. As a bridge connecting link between the preceding enterprise, in charge of incompetent or not, whether or not recognize their own role, which directly determine the success or failure of assessment, which is in urgent need of many enterprises assessing the short-board increase. Otherwise, the better the performance appraisal, may also be incompetent managers distortion of the study.