Analyze how we, as managers, should avoid recruitment interviews, performance evaluation, and guide subordinates and employees to be promoted.

As a manager, you should do this to avoid:

The first is the responsibility of the post. Since the implementation of performance management, each department has formulated its own performance list according to its actual situation, carefully decomposed and accepted the performance appraisal indicators of superiors, and determined the post responsibilities and post scores, effectively preventing each department from shirking and shirking the work assigned by superiors, and ensuring that the assessment indicators of each department are clear and the post responsibilities are clear.

The second is to ensure implementation. Clear the person responsible for task execution, transmit pressure step by step, and implement responsibilities at different levels to ensure clear tasks, clear responsibilities and strong execution.

The third is to push forward. In view of the completion time limit in the performance appraisal, the full-time performance management personnel will sort out and analyze it, and the office will report the performance appraisal on a monthly basis. Through the performance analysis meeting, written notification and other forms, analyze the completion of indicators, and put forward rectification suggestions and opinions. Constantly strengthen process monitoring, closely track the effectiveness of work, and promote the enthusiasm of all departments to move forward.

The fourth is to grasp rectification. Promote all work with performance appraisal, hold a performance appraisal analysis meeting every quarter, report the achievements and problems found by current departments, analyze the causes of problems in time, and put forward rectification requirements at the same time, find the gaps through performance appraisal, carry out rectification and see the actual results.