Staff to do, we reward wrong? In an enterprise which, if there are two operational staff (A and B) bringing the issue to the goal, and C did not complete the intended target, then the evaluation results will happen? Undoubtedly, it is certain that San LIS be rewarded, while Wang five be punished. in the majority of enterprises are logical things, it also reflects the promotion of enterprise performance-oriented, more work culture. Here that needs attention is : this has nothing wrong with it? Based on the performance of the three personal details, we will see an altogether different results : A Department of a high-speed development of the market, he almost anything on the completion of the goal, in fact, He should have completed the better, because the player in the market than the growth rate is much higher; Relatively speaking, B completed more difficult, as it was in the market sudden epidemic of merciless blow, the market dropped He is to make every effort to complete the sales targets, but his performance is to be completed secretly encouraged dealers to price dumping, vigorously forgeries and achievable. And not only as a complete performance of the C, the market is a most difficult task of bones the local market is already saturated region, highly competitive, Wang five of intensive market to strengthen dealer services, and several effective marketing activities, the company avoid the continued decline in sales of state contrast, the performance of competitors is straight decline. Based on the analysis of the facts, there is no doubt that Wang five enterprises most of the award, However, reality will once again prove to us that the heroic performance is sought after, we strongly object, during the performance appraisal time, people have a tendency to performance as the sole criterion. Assessment, we should reward? The above description of a case already accustomed to the phenomenon. As the assessment of performance when the results of the preference performance to the neglect of overall performance, results and ignore the process. Lead us to reward results with business strategy runs counter to the intent. Staff to do, and we have the wrong incentives. The wrong incentives will lead to erroneous results. Therefore, when enterprises universal problem, not to blame the first officer what was wrong, first ask the system-oriented enterprises have no problem. Performance to the neglect of the overall performance : performance evaluation as the main basis for this understandable. But too much attention to the performance and without full consideration will be the loss outweighs the gain. Assessment any good. Encourage short-term, partial and tactical behavior, the staff will be easy to make immediate concern to the performance of the work, produce profits rather than volume, low-priced dumping, fishing an easy walk of mind. Thereby ignoring those of the future development of enterprises is of great significance, but not soon see the effects of work, such as new markets open up, new product promotion, customer maintenance. Emphasis performance sometimes disastrous outcome, a number of high-growth enterprises have emerged in the development of the capital. An important reason is that -- in order to rapidly increase in income, blind to the dealer Taibai, low quantity; Although sales of such great, but it is very low profits or even losses. In so doing, it is overdrawn enterprises future development. To ignore the results of the process : just right for recognition of good performance, not on the reasons for its poor performance analysis the resulting health problems : staff really worked hard to overcome difficulties and obstacles to achieve the target? Or further afield and follow the development of the market and benefiting? Or to sacrifice their long-term interests at the cost, predatory exploitation obtain personal gain? If the enterprise leadership was kept in the dark, not understanding staff work really the problem, although this assessment. still facing the problem of where unresolved, always a threat to the development of enterprises in the next step. But sadly, the wrong feedback is the default staff misconduct. People will follow the example of the bad behavior, in many enterprises, we all know where the problem lies, but they cherished. as a matter of right after the publication of its own detriment. This real effort to pay people become discouraged, or even find another job. Meanwhile, people are unwilling to share each other's experiences and achievements, team tension and indifference. How to identify real talent? Depend on the conduct of the evaluation criteria, to change employee behavior must first change the assessment criteria. From the concerns of staff over the past to create any value to future value creation, pass the examination found enterprises, and personnel to potential problems, enterprises, and personnel to achieve sustainable growth. This requires two pronged : First, a comprehensive and systematic assessment criteria; 2 performance is the process open and transparent. Thus, the correct assessment of the direction Award You Correctional bad, the real talent will emerge. Through targeted, so that real people can easily come to an objective assessment based on corporate strategy and development, the objective of a comprehensive system combined length; Not only have sales targets, but also the development of objectives, performance targets. It is necessary to effective strategic goal was to each staff member and to let the strategic solidarity with each staff member. This guarantees that business goals of a balanced and coordinated development. If these cases, if customers add development indicators, market research and other indicators, such an even more comprehensive picture of the performance. Meanwhile examination not only of performance indicators, but also have the ability attitude indicators, regularly to the attitude of the staff capacity through a 360-degree feedback assessment to ensure that both red and expert staff. If the attitude ability fulfilled, we will be unable to access effective promotion, training, performance results will be greatly weakened. This negative trend of the staff will be effectively curbed, such as fake goods B acts. Of course, as the operational personnel, the completion of the performance of its key functions, This examination of the weights can still accounted for a considerable proportion (as shown in the diagram below, a more feasible objective assessment component). Two assessment criteria to clarify details, and not only the outcome indicators, and also reflected the process of indicators. As the above three cases the performance goals, apart from sales, services and the development of major indicators, also the largest category of indicators decomposition, such as adding new product / new market sales, customer retention, sales profit market research reports detailed indicators. Through the inspection targets, but also found that many of the sales potential problem. If the amount of sales through customer orders to reflect that if the sales orders more than the average amount of small, He shows a great deal of time to visit small customers, profitability and poor clients, his sales and service skills homes. Sales profit reflects the level of its sales efficiency. Through various indicators mutual authentication, but effectively overcome the performance revered status, the true level can be fully verified. Three objectives according to the actual situation to determine conditions, it is necessary. If these cases, we can design : (1) According to different parts of the actual design of the different coefficient of difficulty, the same sales, a need to complete 10 million in goals, and B if need 50,000 fine (2) According to different parts of the examination focused on the actual situation is different, If the rapid development of the markets, focused sales, focusing on market share; and sales areas, and maintain market share, loan recovery rate has become its key performance indicators. Through such a design, equipped corresponding pay incentives, we can ensure that the objectives of fairness, staff will not be competing for the market, a good regional and a terribly noisy. Through performance feedback, screening real appraisal of performance management is one of the links, traditional performance evaluation of the performance often overlooked communication feedback process, managers should be clear : Subordinates who is the real effort on target, which were the result of it is just luck. This would think that people incentives, training and promotions to provide first-hand information. Implemented feedback reflected in the following four aspects : First, the development objectives of the feedback; Second, the implementation of the objectives of feedback; three goals is to be examined when the feedback; 4 is the question improve feedback. Meet each other four hierarchical groups, screening for enterprises genuine talent with first-hand information. Goals in the feedback process, in addition to objectives necessary for the two sides to discuss, let subordinates confirmed the signature confirmation. It is necessary to note : to listen to their subordinates for the completion of thinking, ways and means, have to look at the unique creativity, implementation strategy is not consistent with their principles. This stage of the implementation of the envisaged objectives, the competent subordinates on the talents of a preliminary examination. If subordinates steps clear, comprehensive and workable measures, such talents may enterprise backup personnel. If the staff working methods not really 1234, the result of good performance completed, is almost certain to hit a big fortune. But such talent is not as big as Scandinavia. Feedback on targets, in addition to imparting competent machine to work with staff to discuss goals, Officials solved the problem. Also in charge of personnel in the course of their work, do not regularly check feedback from the inspectors in accordance with the principle of pre-planned or act. Through the inspection, promptly correct the bad behavior is wrong or work, for the occurrence of adverse consequences of the symptoms should promptly stop, or else wait until afterwards afterwards, "the boat to the middle of the river default late." Personnel policy and whether the principle laid target completion, or rhetoric, double, This has become the standard staff also an important way. If this case of the B and C inspection, it can be detected early and talents. Conducting interviews performance feedback, it is necessary to understand the system work in the types of problems encountered, the staff of the issues addressed, target ways and means. Through feedback, understand the real problem is lack of capacity, not enough attitude, or an opportunity unsatisfactory. Meanwhile further analysis, the lack of capacity in key performance areas that lack the knowledge, lack of training or lack of training opportunities; attitude is a result of companies still reasons for the causes of these officers. Performance through interviews, to understand what people in the face of difficulties the flexibility and ingenuity, clicking endless; What one can consistently and high-quality and efficient completion of tasks? What setbacks in the previous complaints, to recover such that the step on a deeper understanding of talent, screening personnel. Performance interviews for the problems, but also for further improve tracking feedback, look at the staff really take measures to correct and improve the creativity in the face of difficulties or setbacks rapid growth; still fall on deaf ears, the same mistake a repeated offender. Improve the problem of feedback usually not alone, which runs through targeted to be completed by the whole process. By understanding the issue of improving the situation, to understand the progress of harvest, the real talent will be more recent entered our. Performance feedback, in charge of the vital role, which requires competent role change from supervisors, dispensers transition to a slip of the hands of the coaching staff, counseling, help subordinates real growth. In order to ensure the effective performance feedback, can advance to the heads of relevant knowledge training, This could also be as competent as an evaluation criteria, through interviews with the staff of records, the problem improve its record checks staff satisfaction survey, the incompetent managers will have a capacity of a clear understanding. How to deal with problems? In response to these cases, the San LIS to realize the intended target, while Wang 5 is not yet complete. But the fact that only five Wang Award, this time how should enterprises do? The correct way is a continuation of the incentive award, because enterprise system development first, This will guarantee the authority, but something. Note to staff the same time, Wang five behavior should be commended, as the result of its unreasonable not to be a fair assessment. Therefore, enterprises next job evaluation system is the right to re-design and improvement, re-revised target of counseling and assessment methods, Let them really understand the need to target individual effort and real ability, not to rely on luck, opportunistic, and make matters worse and predatory market development can not only be commended, but greeted his penalty. This genuine talent to be a reasonable evaluation, personnel will be able to establish a correct outlook on the performance, Enterprises will be on the right track to be a favorable development.