绩效管理在企业中处于十分重要的地位，每个企业都十分重视，但是执行起来如果出现偏差，会给企业带来不利的影响。下面绩效薪酬咨询辅导官网就给大家详细分析一下。

Performance management plays a very important role in the enterprise, and every enterprise attaches great importance to it. However, if there is deviation in the implementation, it will bring adverse effects to the enterprise. The following performance compensation consultation and guidance official website will give you a detailed analysis.

1.职位分析不到位

1. The position analysis is not in place

一个好的绩效管理系统不仅能拉动企业整体绩效上升，而且还有助于提升员工的个人职业技能。也就是说，职位分析与员工胜任素质模型是绩效管理的起点与落脚点。没有这两个基础作为参考，企业的绩效考核就只能是跟着“感觉”走。而这种“感觉”往往存在偏差，甚至还会带来严重的后果。由于不同职位的绩效考核点不一样，因此，对于不同的职位，企业要用不同的考核指标来衡量。

A good performance management system can not only promote the overall performance of the enterprise, but also help to improve the personal professional skills of employees. In other words, position analysis and employee competency model are the starting point and foothold of performance management. Without these two foundations as a reference, the performance appraisal of enterprises can only follow the "feeling". But this kind of "feeling" often has deviation, even can bring the serious consequence. As the performance appraisal points of different positions are different, enterprises should use different appraisal indicators to measure different positions.

2.盲目追求指标量化

2. Blind pursuit of quantitative indicators

从定性的考核到定量的考核，目前我国的绩效考核越来越程序化、数目化，很多企业都希望能在正确的“算分”中“算”出公平。为此，人力资源部门在月末、年末更是不辞辛苦地为每位员工计算各考核项的得分。其兢兢业业之心虽难能可贵，但遗憾的是，这种耗财费力的庞大考核工程为企业赢得的不是业绩的持续攀升，而是人际关系的紧张与核心人才流失。

From qualitative assessment to quantitative assessment, the performance assessment in China is becoming more and more procedural and numerical. Many enterprises hope to "calculate" fairness in the correct "score calculation". To this end, the human resources department at the end of the month, the end of the year is to work hard for each employee to calculate the score of each assessment. Although it is commendable to be conscientious, it is a pity that this huge assessment project, which consumes money and effort, won the enterprise not the continuous increase of performance, but the tension of interpersonal relationship and the loss of core talents.

3.反馈机制不健全

3. The feedback mechanism is not perfect

在反馈机制不健全的情况下，对于被评为表现优异的员工来说，因为他们并不知道自己哪些优点获得了上司的青睐，所以很难再接再励。而对于被没有评上优异的员工来说，他们也弄不明白自己的不足在哪里，所以也很难改正自己的错误。要知道，绩效管理就是为了提高员工的工作技能、为了员工的进步服务的。如果考核者与被考核者没有足够的沟通，员工的进步将无从谈起。

In the case of imperfect feedback mechanism, it is difficult for the employees who are rated as excellent performance to make further efforts because they do not know what advantages they have won the favor of their superiors. For the employees who have not been rated as excellent, they can not understand their own shortcomings, so it is difficult to correct their mistakes. We should know that performance management is to improve the work skills of employees and serve the progress of employees. If there is not enough communication between the examiners and the examinees, the progress of the employees will be impossible.

4.缺乏战略指引和文化支撑

4. Lack of strategic guidance and cultural support

绩效管理对很多企业来说都是非常重要的，因为它关系到企业战略执行的成效。可以这么说，企业战略是引导绩效管理航向的明灯，企业文化是凝结绩效管理运行的粘合剂，缺少任何一个，绩效考核管理的价值都是发生改变。

Performance management is very important for many enterprises, because it is related to the effectiveness of enterprise strategy implementation. It can be said that corporate strategy is the beacon to guide the performance management, corporate culture is the glue to condense the performance management operation, the lack of any one, the value of performance appraisal management is changed.

感谢您的阅读，希望以上内容对您有所帮助，如想了解更多精彩内容请点击：绩效薪酬咨询辅导官网https://www.cclsbs.com

Thank you for reading. I hope the above contents will be helpful to you. For more wonderful contents, please click on the official website of performance compensation consultation and guidance https://www.cclsbs.com