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Performance evaluation against long-term development of enterprises


many enterprises performance evaluation is assessing the current employees and branches is an important management approach. Enterprises and branch offices for the staff performance appraisal can help increase sales, forging a competitive team. The assessment methods seem to achieve a win-win approach. To achieve the objective assessment, staff receive awards, the company received results, happy. I used to love to take a variety of performance evaluation methods to improve team performance and graduate school to study Shihai to the direction of performance assessment. However, as time goes by, I gradually found that long-term development of enterprise performance appraisal great harm. Summarized as follows:

a performance appraisal will lead to loss of customers, especially the loss of old customers. Enterprise performance appraisal, employees or affiliates issued no more than a sales target. To accomplish the task, the staff will definitely take some measures to encourage customers to purchase more. The benefits of multi-purchase stocked, drawback is that a large stock transfer, stock transfer businesses from the factory. Inventory of certain customers is fatal, inventory problems are not resolved, the dealer and then purchase the cash flow to small, the manufacturers will be more disappointed with the final exit. Customers give the company a fixed profit, once out, the company should not even think on them and then make a penny. And very affect future investment. Therefore, the performance evaluation of enterprises of practice development is a quenching thirst with poison.

Blue Cat I have served the company and the good boy and old customers at the company have happened because of the backlog of inventory issues out of things. Of course, these old customers I had the implementation of inventory and performance evaluation of the policy or development of a great relationship,Beats By Dre Headphones, and now want to come, and I'm sorry for those customers.

Second, performance appraisal, caused internal competition.

stimulate internal competition, performance appraisal, the first only one, at worst a tie for first place again. In the course of competition will be unfair situation, there must be leadership of the company can not 一碗水端平 situation. When the examination results came out, the winners took to the podium to receive trophies and those who lag behind the moment is to have the time and distance barriers.

examination results came out, whoever will become a top concern of goals, his or their every move will attract more attention and give lessons. Those who bring good performance evaluation but also created laggards, the staff is divided into several camps, a team divided into several parts.
article was published in vPro management online | http://www.boraid. com/darticle3/list.asp? id = 123948 | 10
I have led the team bottom out due to the implementation of the policy, all of the top few of the so popular, even those who indulge those outstanding performance.

Third, performance appraisal will lead to performance decline, make good better, worse even worse. Bo effective performance management business management exam sharp check the line in the development of long-term harm.

within the team, through the efforts of some individuals or departments will inevitably close to or exceed the team evaluation indicators; another part of individuals or departments will give up due to too far away from the target, they will think, anyway fail to 破罐子破摔, or reserve force, reserve resources and other competitions to say next. Winners receive awards will continue to work the next time will get the reward, because they know the team rules of the game, know the inner world and won the leadership skills. Once among the best to improve the performance of those behind the assessment rate can not exceed the magnitude of those behind the enterprise's performance will decline, or declined over the same period.

IV, performance evaluation will be to form a kind of cheating in a team atmosphere.

assessment where there is a cheat under the Isao rewarded, rewarded will be under a For winning,christian louboutin paris, some individuals and teams will take extraordinary measures to take care indicators. Policy-oriented assessment, the majority of team members to fame and wealth, there is always the direction to do the assessment, some methods appear people, some people can not see. For example, a group sales over 50 million orders each branch will always be on the appraisal, and some branches to be able to get first place, it will in the name of the customer orders. After ordering the winners, or their digestion, or pressure to the customer.

attention to performance evaluation results can be seen, difficult to measure the merits of professional ethics, can not achieve without virtue of a limited staff, business development side there will be changes.

five, according to scientific performance appraisal to make decisions, not the system.

performance evaluation is lazy management, managers can play by the rules, which itself can not improve enterprise management level. Makers by the performance assessment standards and conditions, it necessarily a lack of fair performance appraisal program and scientific. Most Chinese companies across the board, is a manifestation of this problem, such as most of the companies in the Northwest and East China will adopt a uniform standard of assessment, even if the growth rate or completion rate of assessment,Salvatore Ferragamo outlet, there are also other factors not taken into account. Conditions of performance appraisal can not be exhausted, even 360-degree evaluation, there are still

growth there are many casual employee performance reasons, and some unpredictable factors, such as climate, transportation, consumer habits, which is examination by the hard environment and soft environment, some common elements, some variation factors. Confuse the impact of performance management and the common factor variance, and ultimately will affect business decisions. Errors lead to erroneous assessment program evaluation results, the error of the examination result, the introduction of the new assessment program, the long run,christian louboutin france, will be caught in a vicious circle.

then, performance appraisal is not worth nothing? I do not think so. Enterprises performance evaluation is better than nothing, with the necessary improvement. The best assessment is not evaluation, the staff will be happy to In this way, enterprises will continue to a new level!

Zhang Rui, MBA, promote enterprise through the strengthening of quality management to weather the financial crisis, has worked well × × Group, was responsible for nike kids, Disney, Kids items × × × a small northern market . Discussion with the author welcomes your views and opinions, e-mail: zrui1111@126.com

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