企业绩效管理的６大误区

Six misunderstandings of enterprise performance management

１、认为绩效管理就能提升业绩；

1. Performance management can improve performance;

２、推行绩效管理，但不重视结果导向文化培育；

2. To carry out performance management, but not pay attention to the cultivation of result oriented culture;

３、绩效只是算工资和奖金的依据；

3. Performance is only the basis of salary and bonus;

４、认为有了绩效管理就解决了员工的动力问题；

4. It is believed that performance management can solve the problem of employees' motivation;

５、只注重绩效结果但不重绩效产生的过程；

5. Only pay attention to the results of performance, but not the process of performance;

６、为了绩效而绩效，不注重员工职业化训练。结论：绩效是手段，文化是前提。绩效首先是付出，投资员工，然后才是索取，员工提供结果。

6. For the sake of performance, we don't pay attention to professional training. Conclusion: performance is the means, culture is the premise. Performance is first to give, then to invest in employees, and then to take, employees provide results.