Strong self-confidence refers to the process of constantly surpassing oneself and producing the most powerful power from the deep heart. Once this powerful force is produced, it will produce an obvious feeling of fearlessness and invincible. Some people are always not confident enough when they are frustrated, so they will never recover. However, some people can quickly develop a strong heart after encountering setbacks, difficulties, anxiety and despair, so as to "strive hard" and finally achieve their goals.

For a long time, due to the influence of the planned economic system, the idea of "big pot rice" is serious, egalitarianism is rampant, and employees are not paid attention to motivation, which leads to a general lack of confidence and motivation, and it is difficult to smoothly implement various measures of organization and management. In the past, we did not attach importance to the study of the important influence of individual psychology on their behavior, but emphasized the use of a single ideological and political work to improve the enthusiasm and enthusiasm of employees. With the change of economic system and people's ideas, the original preaching has been difficult to motivate employees. From the case analysis of EAP consulting, the lack of self-confidence of employees is mainly manifested in poor performance evaluation, blocked promotion, sluggish career development and interpersonal obstacles.

Among them, it is common that performance evaluation has an impact on employees' self-confidence. Maslow's hierarchy of needs theory, a master of motivation theory, points out that the ultimate goal is to motivate employees to improve their performance from meeting people's basic needs. By forming a consistent target system and values of employees, giving full play to the potential wisdom of all employees has become a powerful driving force for enterprise development and innovation. No matter the top leaders or middle-level cadres of the organization, even ordinary employees are eager for their achievements to be recognized by the organization or society and become valuable things. Only in this way can we cultivate employees' innovative consciousness and maintain their enthusiasm for work.

The procedures and steps for establishing a performance evaluation system are as follows: First, help employees understand their potential abilities and let them know that they are fully capable of doing a better job and giving full play to it in practical work. Secondly, an important purpose of performance evaluation is to provide accurate decision-making basis for personnel decision-making, so that those outstanding talents can be reused and promoted, so that they can become backbones and pioneers, and open up grades and gaps with mediocre people in terms of material conditions and spiritual honor. Finally, the performance appraisal system should be specific and measurable, and the appraisal standards should be quantified with various parameters, so that employees can see at a glance the quality of their work and how to meet the requirements.