Laying the foundation, without this first step, nothing can be done later.

Position management system, rank system and promotion channel design

Organizational process optimization, cognition of decision makers and middle and senior managers

Performance vision: Once company-level goals are achieved, how will the company, departments, and How about the employees? What will happen if it is not realized?

Performance budget: Performance based on efficiency improvement must consider incentives. Be able to come up with future budgets as incentives.

There needs to be a floating bonus item, not necessarily every month, it can be a periodic bonus item in a special period, floating by 20%?

Extra points for urgent tasks: For example, the new store opening will be completed this month, and the personnel recruitment battle will be tough, and 200 people will be hired this quarter. For extra bonuses, you need to set up a project. If there are floating items in the performance, the operation will be much easier. Performance bonus points will be 20 points, and the performance salary will be several hundred yuan higher. The cost is not high, and there is no need to re-apply for the bonus project. You only need to apply for the bonus project in the original System operation is enough.

It must be the decision-maker who proposes performance measures

Break the culture that despises performance management

Key behaviors: 1. The determination and participation of decision-makers and leaders are directly proportional to the degree of success; 2. The deeper the consensus on performance management goals, the greater the degree of success; 3. For the entire performance system planning, the more effective the empowerment and publicity in the enterprise are, the deeper the success will be.

At each goal consensus meeting, we have a seminar, a meal, and a drink to emphasize one goal. Three goals and three cups are used to achieve informal consensus and promote understanding.

subtopic

Goal board, everyone can explain their goals and plans

From top to bottom, look firmly in one direction and enable everyone to explain accurately

Performance culture is integrated into corporate culture and can become an important part of corporate culture---system culture.

for example: For a certain technology company, technology needs to be continuously improved in order to continuously strengthen the company's competitiveness and gain more market share. market share. Then the pursuit of technology should also be reflected in the performance culture. For example, the assessment objectives can be set to Overcome the assessment of the level and quantity of technical problems, and encourage technical personnel to boldly innovate and conduct in-depth research and development.

Another example: One of the tenets of a certain corporate culture is "Customers come first". But in the performance management system, regarding the performance of "customer feedback" Incentive and results operations are very weak, it's all about sales, conversion rates, sales, etc. Then this culture is contradictory.

Before implementing performance, employees must understand what the goals are from top to bottom, what they can get if they achieve it, and what they will get if they don't.

Do periodic reviews, the first time you do a performance system, you can do it once every three months and six months. If it is a large company with mature performance, it can be reviewed once a year. Internet companies have a fast-changing pace. Some companies may have to do something once every month or two.

Under normal circumstances, cultural awareness will be improved after half a year to a year.

Note: If the annual company-level performance goals are not achieved, go back to the review process, conduct a company-level review, and start the next cycle, from diagnosis to goal determination to action plan. Reward highlight events and highlight characters, summarize experience from highlight events, and issue rewards from highlight characters.