Performance communication is an important part of performance management, and it is also the result

Performance communication is an indispensable and important part of performance management, and it is also a key factor in evaluating the effectiveness of performance management. The following is the impact of performance communication on the effectiveness of performance management:

1.Promote shared expectations and goals: Performance communication ensures that employees have a clear understanding of the organization's clear description of their expectations and goal setting.

Through effective communication, managers are able to share information with employees about job responsibilities, key performance indicators, and desired outcomes, giving employees a clear idea of what direction they should be working towards.

2.Provide targeted feedback and coaching: Performance communication provides an opportunity for managers to provide targeted feedback and guidance to employees to help them understand their performance levels and provide suggestions for improvement.

Good performance communication fosters the growth and development of employees, helping them to become aware of their strengths and areas of development, leading to improved performance.

3.Identifying Problems and Solving Challenges: Performance communication is a key part of identifying problems and solving challenges.

Through open dialogue and information sharing, employees and managers can work together to identify problems, bottlenecks, and obstacles and find solutions together. This communication helps organizations identify and resolve performance issues in a timely manner, improving overall performance and efficiency.

4.Promote employee engagement and engagement: Performance communication encourages employee engagement and engagement.

When employees feel that their opinions and feedback are valued and are able to participate in the development of goals and development plans, they are more motivated and eager to improve their performance. Positive performance communication can increase employee engagement and motivation, which in turn improves overall performance.

5.Build trust and transparency: Performance communication helps build a trusting and transparent work environment.

Through fair, timely, and transparent communication, managers are able to communicate an unbiased evaluation of their employees and share the results of performance reviews with them. This transparency helps build trust and gives employees confidence that their work performance will be evaluated and treated fairly.

Summary. Pro, 1. Performance plan communication. The establishment of the performance indicator system and the determination of the target value are inseparable from communication, and there are three main ways in this process:

Communicate from top to bottom, communicate from bottom to top, hybrid communication. The setting of indicators should be communicated from top to bottom, because the performance indicator system is determined from the combination of the strategic decomposition of the enterprise and the job responsibilities of employees: since the determination of the target value is a two-way process, hybrid communication should be used in the process of determining the objectives of the performance indicator system.

The goal cannot be set too high or too low, too high loses its motivational effect, too low has no implementation value, so it is necessary to fully communicate between the organizer, the assessor and the assessee. 2. Performance implementation communication. Performance implementation communication is mainly communication in the process of performance coaching and performance appraisal.

In the process of implementing the assessment, managers should give full play to the guidance and correction. function, find and solve problems in time at work, rather than blindly using punishment as a means of assessment, which can not only help employees grow, but also promote the completion of goals, which is the best performance coaching for management. 3. Communication of performance results.

The ultimate goal of performance appraisal is to improve the performance of enterprises and employees, so this communication process is the focus of performance communication. The communication of the application of performance results is to let employees understand that they should be responsible for their past behaviors and results, and guide employees to think correctly.

Hello dear, glad to answer for you. Kiss, how the different stages of performance management are communicated.

Pro, 1. Performance plan communication. The establishment of the performance indicator system and the determination of the target value are inseparable from communication, and there are three main ways in this process: top-down communication, bottom-up communication, and hybrid communication.

The setting of indicators should be communicated from top to bottom, because the performance indicator system is determined from the combination of the strategic decomposition of the enterprise and the job responsibilities of employees: since the determination of the target value is a two-way process, hybrid communication should be used in the process of determining the objectives of the performance indicator system. The goal cannot be set too high or too low, too high loses its motivational effect, too low has no implementation value, so it is necessary to fully communicate between the organizer, the assessor and the assessee.

2. Performance implementation communication. Performance implementation communication is mainly communication in the process of performance coaching and performance appraisal. In the process of implementing the assessment, managers should give full play to the guidance and correction.

Function, find and solve problems in time in the work, rather than blindly using punishment as a means of assessment, which can not only help employees grow, but also promote the completion of goals, which is the best performance coaching for management. 3. Communication of performance results. The ultimate purpose of performance appraisal is to improve the performance of the enterprise and employees, so this communication process is the focus of the performance ditch.

The communication of the application of performance results is to let employees understand that they should be responsible for their past behaviors and results, and guide employees to think correctly

Answer]: B This question examines the difference and connection between performance management and performance appraisal.

Performance appraisal focuses on the identification, judgment and evaluation of performance.

The B statement is in line with the content of the silent textbook, and the ACD statement textbook is not mentioned in this joke booth, which is an irrelevant interference item and should be distinguished.

Answer]: B performance management focuses on the communication of information and the improvement of performance (A is false), and performance appraisal is counterweight to the identification, judgment and evaluation of performance (B is correct). Vibi.

Answers]: a, b, c, d

The complete performance management process of a family is composed of several links of performance planning, performance execution, performance appraisal and performance feedback, and each link realizes the strategic rollover performance management function through an orderly cycle.

Answers]: a, b, c, d

There are five aspects of the role of performance management, and in addition to the above ABCD four aspects, the fifth aspect is an important means to achieve the omen or organizational strategy.