Which is more important, the outcome or the process of performance management

Performance appraisal. The process is more important than the result.

Focusing only on the results is tantamount to "killing the chicken and taking the eggs", an enterprise's annual sales indicators, profit indicators, equity returns, etc., are only a phased embodiment of a certain aspect of the strategic goal, and cannot show the quality and ability of people. Even if you are a well-developed company, this is true when it comes to opening up new businesses and new markets.

This "I don't care what you do, I only look at the end result" approach can lead to short-sightedness and short-term behavior, which will sacrifice the long-term interests of the enterprise. When sales decline, in order to achieve high targets, it is likely to reduce or cancel training programs, reduce research investment and after-sales service costs, lay off engineering and technical personnel, reduce or cancel infrastructure construction, switch to cheap and low-quality products, and so on. This is undoubtedly a short-term benefit from the method of "killing chickens and taking eggs"!

As a result, in the short term, the company's book profit increased by a few percentage points.

But think about it: if you cut down on a safety training that has been going on before, what will be the cost of a safety incident in the future?

Focusing on the process is more conducive to the realization of strategic goals. To better "pay attention to the process" in performance appraisal, we must make the performance appraisal positioning "return", establish a performance culture and performance-oriented organizational atmosphere in the enterprise, and at the same time pass the corporate culture.

Resolve the contradictions and conflicts in the performance appraisal process. In addition, process indicators should be strengthened, and evaluation indicators should reflect the strategic concerns of the enterprise.

Luntai Ge sent Dr. Feng to the Western Expedition (Cen Shen)[3].

First, the management process is a necessary condition and guarantee for the management results.

Without scientific and perfect management process control, it is difficult to achieve the expected management goals. If the manager is a project manager, then the focus of the management work should be on the management process. It is necessary to formulate a detailed management work path map and implementation plan, decompose and implement the work objectives layer by layer, and use the countdown method and progress tracking method to supervise the implementation of the work.

In the process of implementation, it is necessary to correct the target deviation in a timely manner, ensure that it has been running on the right path, and coordinate relevant departments to do a good job of coordination and cooperation to speed up the implementation of the work. The management process is actually "goal-oriented" detailed management and backward management. For example, if a person wants to win 500,000 sales a month, how should this 500,000 be composed?

The proportion of old customers and new customers in sales is a requirement for employees to have a bottom in their hearts. After reasonably planning the 500,000 components, it is necessary to continue to subdivide how to distribute the work invested in it, and so on, layer by layer to refine to the daily work, and even to how many ** are played every day. Only by implementing the goals in detail and infiltrating them into the actual operation can we avoid messing around, blurring the goals, and possibly exceeding the task.

Second, the management result is the inevitable reaction of the management process and the ultimate goal pursued by the management workers.

The high-rise, middle-level and grass-roots levels have different requirements depending on their location. If the manager is the boss himself, then the focus of management work should be more inclined to manage results, because he or she is concerned with 'profit'. The boss has to face a lot of major events in the company, and he does not have too much energy to pay too much attention to the specific work process, as long as the project manager and supervision team are well scheduled, he can master the work process.

Third, only by organically combining the two can we manage scientifically and effectively.

For the development of enterprises, the process and the result are equally important, whether to focus on the management process or the management of the result, should depend on the actual situation of the enterprise. The kind of management that only looks at the results and does not look at the process is extensive management; The kind of management that only looks at the process and does not look at the result is blind management.

Results-oriented. Performance is the amount that can actually be achieved in the end, and people generally don't look at the hardships of your process, but only care about what the final result is. After all, what companies need is to create benefits.

I think it's important to focus on results. This is because even if the process of performance management is very good, if the results are not good, then it is in vain.

We should still pay attention to this result, because everyone attaches importance to the process and is likely to fail to achieve the result they want, and the result is the most important thing in the enterprise.

There is a lot to learn about daily life, and for managers in the workplace, there is generally a strong focus on performance appraisal.

and performance management. So do you think performance management should focus more on process or outcome?

As we all know, performance management is very important, and it is very important for both enterprises and individual employees, because performance management also determines their usual performance, and also determines their salary standards from the side. Everyone cares a lot about their own performance management, and they also care about their own performance arrangements. Performance appraisal and performance management are very important for measuring wages, and everyone is worried that their performance management will be miscalculated.

Therefore, when facing performance management, the management and the company will be more concerned, and will also slow down the more prudent considerations. The most important thing in performance management is the usual performance, because only the usual performance can determine the comprehensive management results. I think performance management is actually more about the process.

In fact, we have a better understanding of performance management, because performance management contains many levels, and also includes our basic work efficiency at work.

and work state to accompany the wantonness. Everyone should pay attention to performance management, because it is a detail that cannot be ignored, and it also determines their own salary package. The most important thing for an effective performance management is the process, because the comprehensive standard of performance management is determined by the usual performance, so it is a cumulative result.

Therefore, performance management should pay more attention to the process.

So to sum up, I think performance management should pay more attention to the process, because the process determines the final result. If the process is effective, it can also reflect a person's work efficiency and work attitude, so we should pay more attention to the process of performance management. But that's just my personal opinion, so what are your thoughts on this topic?

Pay more attention to the result, because everyone's work is not Wang Huiduan's busy business, so they have no way to participate in this process, and ultimately care about a result and the value it brings to the company.

It's definitely more results-oriented. Because some people's work efficiency is really high, and they can do other people's day's work in a short time, so performance management must focus on results.

Both are more important, and only constant observation in the process can determine the final result, so both are more important.

The result should be valued because there is a good outcome. will make their wages higher and higher, so the process is not important.

As we all know, performance management is very important, and whether it is for the enterprise or for the individual employee, it is very important to look at the bridge and the counterweight, because performance management also determines their usual performance, and also determines their salary standard from the side.

Yes, performance management focuses on the process for better results. In performance management, processes and outcomes are interrelated and mutually influential. The process is the basis of the result, and only through a good performance management process can a good performance management result be obtained.

Here's how important the process is in performance management:

Goal setting: In performance management, goal setting is the first step in performance management and is an important part of the performance management process. By clarifying goals and formulating a goal plan, you can stimulate the enthusiasm and motivation of employees, improve employee work efficiency and performance, and achieve better performance management results.

Feedback and communication: Feedback and communication are very important aspects of performance management. Timely feedback and communication can allow employees to understand their own performance, find their own strengths and weaknesses, and also allow managers to understand the work situation and needs of employees, so as to adjust and improve the performance management process in a timely manner, and improve the effectiveness and effectiveness of performance management.

Support and motivation: In the process of performance management, support and motivation can help employees improve their performance and achieve common goals for individuals and businesses. By providing the necessary resources, training and development opportunities, rewards and incentives, etc., employees can be motivated and creative to work and improve their performance.

Performance evaluation and reflection: In the process of performance management, performance evaluation and reflection is an important summary and reflection of the performance management process. Through the evaluation and reflection of the problems and deficiencies in the performance management process, the performance management process can be adjusted and improved in a timely manner, and the effectiveness and effectiveness of performance management can be improved.

Therefore, performance management focuses on the process for better results. Only through a good performance management process can we achieve good performance management results early.

The performance management process generally consists of performance planning, performance monitoring, performance appraisal, and performance feedback.

Further information is as follows:

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

Performance plan formulation is the basic part of performance management, and performance management cannot be talked about without a reasonable performance plan; Performance coaching and communication is an important part of performance management, and if this link is not in place, performance management will not be implemented, from the practice cases of domestic consulting companies.

There are three main ways of effective performance coaching: daily guidance from superiors to subordinates, regular performance meeting system, performance guidance and feedback forms; Performance appraisal and evaluation is the core link of performance management, and if there is a problem in this link, performance management will have a serious negative impact.

The application of performance results is the key to the effectiveness of performance management, and if there are problems with the incentive and restraint mechanism of employees, performance management cannot be effective.

Performance management emphasizes the consistency of organizational goals and individual goals, and emphasizes the simultaneous growth of organizations and individuals, forming a "win-win" situation; Performance management embodies the idea of "people-oriented", and requires the participation of managers and employees in all aspects of performance management.

The process of performance management is usually seen as a cycle, which is divided into four parts, namely: performance planning, performance coaching, performance appraisal and performance feedback.

According to the management theme, performance management can be divided into two categories: one is incentive performance management, which focuses on stimulating the enthusiasm of employees, and is more suitable for enterprises that are earlier than the growth period; The other type is controlled performance management, which focuses on standardizing the work behavior of employees, and is more suitable for mature enterprises.

However, no matter which assessment method is adopted, its core should be conducive to improving the overall performance of the enterprise, and should not be based on the score of the index.

The performance management process generally consists of the following steps:

Set performance goals: Enterprises should set specific and quantifiable performance goals and indicators for employees according to their own strategic goals and development needs, so that employees can clarify their job responsibilities and goals and improve performance.

Establish performance standards: Enterprises should formulate clear, unambiguous and fair performance standards and evaluation standards, so that employees can understand their performance standards and evaluation standards, and promote employees' performance evaluation and improvement.

Implement performance evaluation: Enterprises should evaluate the performance of employees through different performance appraisal methods, such as rating method, percentage evaluation method, comprehensive evaluation and key method.

Feedback on performance results: Enterprises should provide timely feedback on performance evaluation results and performance evaluation opinions to employees, so that employees can understand their strengths and weaknesses, so that employees can improve and improve.

Develop an improvement plan: Based on the results of the performance review and feedback, the company should work with employees to develop improvement plans and goals so that employees can improve and enhance their own performance.

Implement performance improvement: Enterprises should help employees improve and enhance their performance through different performance improvement programs and measures, and promote employees' career development and growth.

Supervise the performance management process: Enterprises should regularly supervise and review the performance management process to ensure the fairness, transparency and effectiveness of the performance management process, and make adjustments and improvements to the performance management process.

The performance management process needs to be considered and implemented from many aspects, such as setting performance goals, establishing performance standards, implementing performance evaluation, feedback performance results, formulating improvement plans, implementing performance improvement, and supervising the performance management process, so as to ensure the effectiveness and quality of performance management.