What should I do if my performance at work is poor?

You should adjust your mentality, it doesn't matter if your performance is bad this month, you should summarize the problem, think about your poor performance, and correct it next month.

At this time, you should adjust your work status, and in the process of work, you must be particularly serious, especially responsible, and then you also need to make a work plan for yourself in advance, and in the process of work, you must work step by step.

We must improve our work ability, learn more from our predecessors, don't give up on ourselves, we must cheer ourselves up, and we must make ourselves full of self-confidence.

We must strive to improve our strength, make a reasonable plan, plan our time reasonably, and make ourselves better.

The deficiencies and improvements in performance work are as follows:

1. The purpose of the assessment is relatively simple. The current form of assessment, most of which are assessed for the sake of assessment, and the results of the assessment are mainly for the purpose of evaluating and issuing bonuses, and the assessment results are difficult to achieve the role of information feedback and performance improvement.

Improvement: The content of the assessment should be focused and targeted. According to the different content of the evaluation, the evaluation method can take a variety of forms, such as superior evaluation, group evaluation, mutual evaluation, etc. In order to reduce the evaluation error and improve the accuracy of the evaluation.

2. The assessment work only pays attention to the results of the assessment personnel, and does not pay attention to the assessment of the quality of work. This leads to the assessee's blind pursuit of the level or number of projects in order to "earn points" in this regard.

Improvement: Communicating before the assessment is conducive to understanding the requirements and ideas of employees and improving the pertinence of the designed plan. It is also beneficial for employees to understand the requirements and values of the company.

3. The performance appraisal is too strict and lenient, and the performance appraisal results have a great relationship with the supervisor's opinions, and some appraisers give employees higher performance results, while some are relatively low, which causes the unfairness of performance appraisal and will make employees resistant to performance appraisal.

Improvement: Pay attention to the rationality of the design of performance appraisal indicators, which are the benchmark for checking the quantity and quality of employee performance. When conducting performance appraisal, enterprises should fully consider the rationality of the design of employee performance appraisal indicators.

4. In the performance appraisal method, there will be direct rewards for those employees who are better in performance appraisal, which leads to a direct relationship between performance appraisal and salary. However, in the real performance appraisal, most of the employees' performance scores are in the middle position, and there are no very good or very poor ones, so the original purpose of the performance appraisal cannot be achieved.

Improvement: The performance appraisal indicators of employees should be quantified as much as possible, and those that cannot be quantified should be refined as much as possible, so as to improve the operability and objectivity of employee performance appraisal.

5. At present, the performance level of many enterprises is not perfect enough, and the performance goals of excellent performance appraisers are relatively high, which makes employees feel that it is difficult for them to achieve the goals of performance appraisal.

Improvement: When choosing the performance appraisal method of enterprise employees, it should be noted that the selected performance appraisal method should have high reliability and validity; Secondly, the selected performance appraisal method should be universal, and the enterprise should choose according to the requirements of the appraisal and the characteristics and applicable fields of different appraisal methods, and adjust them in a timely manner.

At this time, I usually fire such employees, because such employees cannot create value for my company, and it is very likely that their emotions will affect other people's work.

In this case, you should still encourage the other party more, the other party does not have high performance, but also because they have problems with their work attitude or work ability.

Employees should be helped to be more productive, and they should also be asked how they work, and then a good work plan should be developed for them.

1. Self-reflection. Usually their own work attitude.

Whether it is correct or not, if you are not serious about your work, your work performance is poor, and your performance is indeed worse than that of your colleagues, then take your shortcomings seriously, analyze the reasons, and make an improvement plan. If your performance is not worse than that of your colleagues, or there is no obvious evidence of your poor performance in performance data, it is possible that the leader has a purpose for you to leave, and you need to be prepared to negotiate your departure, such as financial compensation.

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2. Understand the company's personnel trends and whether there is a layoff plan. If there is a layoff plan, it is time to consider leaving the company to prepare for the future. If the situation is unclear, you need to be prepared for both, on the one hand, you need to actively improve your own problems, and on the other hand, you need to prepare for the direction of work after leaving the company.

If the leader wants you to improve in the future, you should sincerely reflect on your own problems, say your future improvement plan, and ask the leader's opinion. If the leader makes a supplement, record it carefully, and implement it in a down-to-earth manner.

If the leader has the intention of leaving you, then listen to the leader's specific plan. If the company is willing to take the initiative to give you financial compensation, it is enough to reach an agreement. If you want to leave your job voluntarily, you can't say yes on the spot.

After that, I went to the labor department and legal aid to fight for my legal rights.

In short, adjust your mindset and look at the performance interview positively, which will help you keep an open mind and accept the opinions and suggestions of your boss during the interview. Secondly, score your performance in advance, see which ones are not done well, carefully analyze the reasons for the poor performance, find the reasons from yourself, and try to be as deep and thorough as possible to find the root cause of the problem.

Then, for these reasons, formulate a more detailed improvement plan as much as possible, and clarify the time and target requirements. When you take the initiative to analyze the cause from your perspective and formulate improvement measures, this attitude can better win the appreciation of your boss, and he will be able to put forward better suggestions and opinions based on you. In the process of communication, you should be honest about your own thoughts, and you can't blindly shirk or take everything on yourself because you are afraid of being criticized by the leader.

Only by telling your true thoughts can your boss help you analyze the cause of the problem as much as possible, and even help you correct your perception of some problems. Take the initiative to ask for the advice of your boss and show that you want to know more about your boss's thoughts, which will help dispel your boss's concerns.

Look at what the goal is, and then find a way to achieve it, remember not to work blindly, thanklessly, and plan the work.

You can look at how the person who created high performance did it, and then refer to his methods and experience to improve your own performance.