How to do a good job of performance feedback, enterprise performance feedback, how to carry out

Performance feedback is an important part of performance management, which can help employees understand their own work performance and results, identify problems and improvement opportunities, and improve employees' enthusiasm and creativity. Here are a few steps to doing good performance feedback:

Timely feedback: Performance feedback should be carried out in a timely manner, not after the end of the performance evaluation, but should be timely feedback and guidance to employees in the process of work to help employees understand their work performance and results in a timely manner.

Impartiality and objectivity: Performance feedback should follow the principle of fairness and objectivity, not be affected by personal biases and emotions, and be based on objective facts to fairly evaluate employees' work performance and results.

Targeted: Performance feedback should be based on employees' specific work performance and results, point out employees' strengths and weaknesses, and put forward improvement suggestions and goals to help employees improve and enhance their work performance and results.

Interaction: Performance feedback should be an interactive process, and employees should have the opportunity to express their views and opinions, communicate and exchange with supervisors, and promote employee engagement and buy-in.

Personalization: Performance feedback should be personalized feedback and guidance according to the personality and characteristics of employees, different employees may have different work performance and results, and different feedback and guidance methods need to be adopted.

It should be noted that to do a good job in performance feedback, supervisors need to have good communication and management skills, be able to understand the needs and difficulties of employees, and be able to give appropriate support and guidance, and at the same time, it is necessary to adopt scientific, objective, impartial, fair and operational performance evaluation methods to ensure the effectiveness and credibility of performance feedback.

Managers can carry out daily performance feedback, through the short-term decomposition of employees' medium and long-term performance appraisal goals and action plan discussions, to understand employees' active consideration of work development, and at the same time, they can also convey the work requirements from superiors to employees; In addition, strengthen the attention, recording and timely feedback of the performance realization process, and use daily performance management tools such as performance management logs to find problems and feedback and improve at any time; Finally, the setting of work links such as morning and evening meetings can also be an effective means for managers to provide daily performance feedback to employees.

Methods to improve performance appraisal 1. Correctly understand the role of performance appraisal in the company 2. Strengthen communication with subordinates 3. Do not be exhaustive 4. Combine quantitative indicators and qualitative indicators 5. Close cooperation.

First of all, it is necessary to introduce corresponding policies and rules and regulations, and the specific content must be refined, and then it must be clearly explained at the meeting, and then it needs to be implemented in accordance with this rules and regulations.

First of all, the performance feedback must have work performance, and then it is necessary to talk to employees about behavior, and should also pay more attention to the behavior of subordinates, which is reflected in the work attitude and work ability. This is a good time to improve the skills of employees and help them with career planning. Then, in the process of discussion, the problems of the employees should also be pointed out, and then the improvement measures should be carried out with the employees.

Finally, the goal is to talk to the employee. Then, together with the subordinates, the new work goals and work standards for the next performance cycle are proposed.

First of all, before you implement your performance review system, make sure that everyone who will be doing the evaluation knows what kind of feedback should be given, and that is to give balanced feedback. Don't make the common mistake of covering up an employee's deficiencies and focusing only on his or her strengths. It is by understanding their weaknesses that employees can have autonomy over their own performance and role in practice.

And when they have the support they need to make improvements in these areas, employees learn to take pride in their work and are willing to take on new challenges with confidence.

What is the purpose of performance feedback is as follows:

The purpose of performance feedback is to let employees know whether their performance in the current performance cycle has met the set goals, whether their behavior and attitude are qualified, so that managers and employees can reach a consistent view on the evaluation results.

At the same time, managers should convey the expectations of the organization to employees, and the two sides will carry out the goals of the performance week, and finally form a performance contract.

1.Promote employee growth and development: Promote employee growth and development by pointing out employees' strengths and areas for improvement, and helping employees recognize their own abilities and limitations.

2.Improve employee performance: With timely performance feedback, employees can understand how they are doing and how they can improve their performance. This motivates employees to continuously improve their performance.

3.Boost employee confidence and motivation: When employees know that their performance is recognized, they gain confidence and motivation to work harder.

4.Promote employee and management rotation: Performance feedback provides an opportunity for employees and management to communicate and discuss issues such as employee performance, goals, and career development.

5.Provide a basis for performance rewards and promotions: Performance feedback can provide a basis for performance rewards and promotions, helping companies and management make fair decisions.