1, performance plan
At the beginning of the performance appraisal cycle, the supervisor and subordinates should communicate in detail about the relevant aspects of the performance plan, and the supervisor should formally issue the performance plan to the subordinates, so that the subordinates are very clear about the work focus and objectives of the appraisal cycle and work hard to achieve the objectives, thus promoting the completion of the performance objectives.
2. Performance coaching and communication
After the performance goals of organizations and individuals are determined, the performance plan cannot be implemented smoothly. On the one hand, the realization of organizational and individual work goals will be restricted by changes in external environment and internal resource conditions; On the other hand, because people in reality are irrational, they will feel depressed after being frustrated or hit, which will affect the initiative of work and thus reduce the performance of organizations and individuals. In this case, timely and smooth communication between superiors and subordinates will play a very positive role.
3. Performance assignment
Performance appraisal is the core link in the performance management cycle. Evaluate employees' performance, and the supervisor will discuss and interview the results of performance evaluation with employees, affirm the achievements, find out the shortcomings, and assist employees in making performance improvement plans. The willingness of employees to accept the results of performance appraisal is very important to the success of performance management, so it is very necessary to communicate fully in performance appraisal.
4. Application of performance results
The results of performance appraisal should be linked to the calculation and distribution of performance salary and bonus. At the same time, the results of performance appraisal can also be used for job promotion, salary promotion, training and education, personal development planning and so on.