Performance management as a management method, the outstanding feature is based on full communication, day-to-day management through its process of continuous improvement, to achieve the "blood-making" function and the ability to create enhanced. We therefore believe that the introduction of performance management could not be simpler, mechanically transplanted or grafted into additional work, and to integrate enterprise reality, through digestion and absorption into the enterprise's own things, it is rooted in the day-to-day work and day-to-day management inseparable. This set up a performance management system, systems, processes can be accepted by the staff, performance management can have vitality, in the enterprise can take root, blossom, results. Binzhou electricity companies in implementing the performance management process, based on their actual conditions, not to engage in a broad-brush approach. never deny the original management system successful model, and never use performance management methods and means, In "comes from practice and practice guidance on the principle of" a design consistent with the actual performance management system, Index System, assessment processes, and enhance the vitality of performance management. Performance Management to implement a clear overall goals, grasp the key indicators, focus on performance improvement. Departments of key performance indicators to support and ensure the company's overall goal of achieving positions of key performance indicators to support, ensure that the performance of key sectors to achieve, the only way to form a cohesive force to guarantee the normal operation of the company to achieve the overall strategy. This is like an automobile, four wheels to the same direction, can be moving in the right direction. Department, the staff is through the different levels of communication and grasp the company, the department's objectives, direction, focus, make our own work and the higher level of consistency in order to ensure that the ultimate goal. In a clear goal, grasping the key on the basis of performance should improve as a core task. Instead of routine work and repeat the simple superposition. In formulating work plans, layout tasks, we should take the initiative in bringing the idea of upgrading performance to the actual work. and performance management throughout the entire process, whether to overcome difficulties and improve on past practices, improving efficiency, innovative content, focus on the key tasks to gauge the basis for the formulation. Otherwise, the performance of the scheme as originally planned a simple list, the original monthly as a simple piracy. Meanwhile, to performance management to guide employees take an active interest and think of how to improve the existing work, avoid the management and performance bonuses, such as laid-off to simply equate. Performance management is the mainstay of the staff and the general managers, heads of departments at all levels must play a key role. Department heads not only positioning in the Magistrate's role, but also target decomposition, programming, process support, the results of the corrective, staff incentive to participate in the entire process, the implementation of closed-loop management to ensure that the management direction and corporate strategy targets. Especially in the implementation of performance management the initial stage, the competent staff is not to teach ideas, stresses, help them to better develop, and this is related to the success or failure of performance management. Facts have proved that the staff is not impossible, nor is the low quality of the staff, but not required to be competent. Performance management evaluation is not so much to the staff's evaluation, as it is to his superior evaluation. Staff how to perform the key for whether the requirement in place, we discover that for as long as the requirements in place, staff can become elite. Performance management in the promotion process, must play at all levels for guidance, help and the role of evaluation. Guide is mainly reflected in the staff is no requirement that clear, specific evaluation criteria. whether employees really understand the company, departments, such as the right for his demands and expectations. Therefore, any work should be quantified as far as possible, not be quantified spelling out detailed work to be accurate evaluation. Specifically, they should communicate clearly to allow employees to the positions they do, to what extent do and what time to complete. how to assess. Help focus on work and help rectify errors, in a timely manner through communication, the staff to work ideas, methods, to help employees adjust work attitude and direction to encourage staff to do meet or even exceed the desired goals. Evaluation is to guide employees to work hard, "baton." Evaluation than helping, guiding even more important. Employees to work hard, improve performance, the lack of timely, objective and fair assessment of will dampen their initiative and enthusiasm. Therefore, we should play the role of evaluation in a timely manner to allow trade unions to understand that improving the performance of return-active and innovative overfulfill the job task. Performance Management is between employees and managers in achieving goals and objectives to reach a consensus on the process. Enterprise development, and staff to progress, we need to keep mining enterprises and the potential of the staff, to better ourselves, improve performance, and the staff of enterprises in the common progress, improve and develop together. The emphasis is to reach a consensus and concerted efforts to create outstanding performance, the success of performance management is effective communication. The success or failure of communication, the key is to communicate the timeliness and effectiveness. Therefore, in the implementation of performance management in various periods, to communication as a basic working methods. In the implementation of performance management, through a large number of different forms of communication, including training, interviews, exchanges, on-site demonstrations, etc., make the staff of performance management awareness of and familiar with the initiative to accept, on the implementation of performance management reached a consensus; in the implementation, found contradictions in a timely manner through communication pinpoint the converging point for upgrade cycle, and seek practical results. Meanwhile, staff are encouraged, through their own efforts, the choice of challenging projects, do beyond the subjective imagination, fully demonstrated personal ability to work, the spirit of innovation and quality, accumulated performance. Some of the staff through an open, fair working platform to demonstrate their abilities and talents. become an example for the staff, led the staff to learn from each other, catching up. It can be said that performance management is a systematic project, in order to achieve successful performance management, we must adhere to the practice of learning, During the study, innovation, and innovation in development.