企业90%以上做绩效考核无效或效果不如意，济南企业战略规划整理了，其中有如下11个方面：

More than 90% of enterprises' performance appraisal is ineffective or unsatisfactory. Jinan's enterprise strategic planning has sorted out the following 11 aspects:

1、期望值过高：理想和现实差异性过大，导致考核（企业）与被考核者失落，无信心；

1. Too high expectation value: the difference between ideal and reality is too big, which leads to the loss and lack of confidence between the examiners and the examinees;

2、观念不正确：老板认为是处罚才是管理，员工认为是管理要处罚；

2. The concept is not correct: the boss thinks that punishment is management, and employees think that management should be punished;

3、主导者能力差：主导者没有两方面的能力，企业运作能力和绩效考核能力；

3. The leader's ability is poor: the leader does not have the ability of two aspects, the enterprise operation ability and the performance appraisal ability;

4、标准制定者能力差：不了解企业整体运作的问题点；

4. The ability of standard setters is poor: they do not understand the problems of the overall operation of enterprises;

5、企业基础不牢固：没有一定的管理基础做铺垫，导致文件挂，人员骂的现象出现；

5. Enterprise foundation is not firm: there is no certain management foundation to pave the way, resulting in the phenomenon of file hanging and personnel scolding;

6、选择的咨询机构差：没有企业实践管理的咨询，盲目的有理论给予企业做绩效项目（绩效标准都不清楚）；

6. The selection of consulting agencies is poor: there is no consultation on the practice management of enterprises, and there are blind theories to give enterprises performance projects (performance standards are not clear);

7、咨询公司没有系统考核： 只是表面做一下薪酬设计和制度就当成绩效考核；

7. Consulting companies do not have a systematic assessment: just do a superficial salary design and system as performance appraisal;

8、领导不重视：领导当遇到考核设计到自己核心利益时不懂调整，只知道报怨；

8. Leaders don't pay attention to it: leaders don't know how to adjust when the assessment is designed to their own core interests, only know to complain;

9、企业内的人员标识不清： 没有将正能量和负能量的人员进行识别，导致绩效考核后的效果显现不出；

9. The personnel identification in the enterprise is not clear: the positive energy and negative energy personnel are not identified, resulting in the effect of performance appraisal not showing;

10、无软件系统支持：仅凭一些线下的表单进行管理，导致数据真实和可靠性值得怀疑；

10. No software system support: only rely on some offline forms for management, resulting in data authenticity and reliability is questionable;

11、整体策划能力不足（咨询老师或企业绩效考核负责人）：考核面不全、标准不清楚、难以维持实施的权威性。

11. Lack of overall planning ability (consultant or person in charge of enterprise performance appraisal): incomplete assessment, unclear standards, difficult to maintain the authority of implementation.

以上是关于如何做好绩效考核的内容介绍，由济南企业战略规划整理提供，希望可以帮助到大家，如您想要了解更多内容或者咨询欢迎点击我们的https://www.cclsbs.com官网。

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