In the final analysis, performance management is the management of people, and the management of people is not only the biggest potential benefit, but also the highest potential risk. In performance management, evaluation is an affirmative answer to employees' work results. A good evaluator can inspire laggards, give middlemen a direction to move forward and give leaders an incentive direction. A good evaluator is sometimes more important than assessment, which is a very important part of performance management. Imagine the loss caused by improper communication.

The so-called performance management refers to the continuous cycle process in which managers and employees at all levels participate in performance planning, performance coaching and communication, performance evaluation, performance result application and performance goal promotion in order to achieve organizational goals. The purpose of performance management is to continuously improve the performance of individuals, departments and organizations.

Business ability is not a professional core technology, but the ability to construct (feasible scheme), communicate (customer demand) and demonstrate (specific scheme).