How to improve performance

First of all, the system should be perfect, and this system should conform to the facts; Secondly, under the premise of adopting the system, strengthen management and take performance as one of the means to motivate employees.

Employee performance is a combination of "performance" (that is, the result of work) and "benefit" (that is, the efficiency level of achieving this result), which exists objectively. The factors that affect employees' skills are skills, incentives, environment, opportunities and so on.

(1) skills

Skills refer to the working skills and ability level of employees. Generally speaking, the factors that affect employees' skills are: talent, intelligence, experience, education, training and so on. It can be seen that the skills of employees are not static. In order to improve the overall skill level of employees, on the one hand, organizations can conduct scientific selection in the recruitment stage; On the other hand, we can also improve the skill level of employees by providing various types of training or relying on individual employees to actively carry out various types of learning.

Incentive measure

Motivation, as a factor affecting employees' job performance, plays a role by changing employees' work enthusiasm. In order to make incentive means really work, organizations should choose appropriate incentive means and methods according to the individual needs, structure and personality of employees.

(3) Environment

Environmental factors affecting job performance can be divided into two categories: internal environmental factors and external environmental factors. The internal objective environment generally includes: the layout and material conditions of the workplace; The quality of work design and the nature of work tasks; Supply of tools, equipment and raw materials; The leadership style and supervision mode of superiors; Organizational structure and policies of the company; Wage and welfare level; Training opportunities; Corporate culture and organizational atmosphere, etc.

The objective environmental factors outside the organization include: social politics, economic situation, market competition intensity, etc.

Whether it is the internal environment or the external environment of an organization, it will affect the work performance of employees by affecting their work ability (skills) and work attitude (work enthusiasm, etc.). ).

(4) Opportunities

Opportunity refers to a kind of contingency, commonly known as "luck". For any employee, what kind of work is assigned to do is often accidental in addition to objective inevitability. Under certain circumstances, if employees can get the opportunity to complete specific tasks, it is possible to achieve job performance that cannot be achieved in the original position. For example, an operator used to work on a production line, but he taught himself many advanced technologies in automation. On one occasion, he received an additional task, asking him to put forward suggestions for improvement of the existing problems in the production line. That is, this opportunity gave him a stage to show his talents. His improvement suggestions saved a lot of money for the enterprise, thus creating a job performance that could not be created in the original position. We can think that opportunity has a great influence on his work.

Compared with the first three influencing factors, opportunity is an accidental factor. However, this contingency is relative. A good manager should be good at creating such opportunities for employees. In this sense, the so-called opportunity can actually be grasped.

In view of the four factors that affect employee performance, in order to improve employee performance, we can put forward the following countermeasures:

(A) the establishment of employment standards

The employment standards of world-class enterprises have their own characteristics and differences. For example, Motorola's employment standard is "4E+ 1E", and its vision, energy, execution, determination and ethics. The employment standards of General Electric Company in the United States are mainly values, professional skills and potential. For a long time, Microsoft has only employed 5% top talents or smart talents. The so-called top talents or smart talents refer to people with broad technical skills, good thinking and decisive efforts, who are the best targets in different fields of work, and so on.

Summarize the standards and experience of successful employment in world-class enterprises, as follows: the quality of employees is the foundation of everything. First, honesty. Honesty means honesty, not cheating, keeping promises and keeping promises, so as to gain the trust of others. We know that the good image of an enterprise comes from its integrity, so where does the integrity of an enterprise come from? The employees of an enterprise come from the personal integrity of each employee. Enterprises attach great importance to the integrity of employees. Second, confidence. Self-confidence is a psychological tendency to believe that you have the ability to achieve a set goal. The rapid development of enterprises can not be separated from a sound management system, but also from high-quality and confident employees. Third, learning ability. The core competitiveness of enterprises is innovation, and innovation cannot be separated from learning. Enterprises with good learning ability are creative enterprises. Because the creativity of enterprises comes from the creativity of employees, and innovation comes from the acquired learning and training. Therefore, compared with IQ, most world-class enterprises value employees' learning ability more. Fourth, team spirit. The essence of employee team spirit is that employees should have the consciousness of cooperation, coordination, focusing on the interests of the enterprise, loving their jobs and uniting colleagues in the enterprise organization, which requires each employee to take the overall interests of the enterprise as the highest interest and strive for the same goal. The success of an enterprise cannot be achieved by one person or several people, but the efforts of all employees and the team spirit of employees. Therefore, world-class enterprises pay special attention to the team spirit of employees when recruiting talents.

(2) Actively train employees.

The training and education of employees is the driving force and source of employees' continuous growth. In the era of knowledge economy, this kind of training and education is also an important condition for enterprises to attract and retain talents. To this end, enterprises should carry out training throughout their employees' whole careers, so that employees can constantly update their knowledge structure at work, learn the most advanced knowledge and technology in time, and keep up with the development pace of enterprises, thus becoming the most stable and reliable talent resources of enterprises.

The direct and indirect effects, short-term and long-term effects of enterprise training on enterprises, as well as the role of society, enterprises and individuals are increasing, and the demand for training by enterprises is also increasing.

Enterprises should also pay attention to the following points when training:

1, training and education should be based on the personal quality, potential and ambitious (development) planning of enterprise employees. Teaching students in accordance with their aptitude is the law of education, and it is also the law that enterprises must follow in carrying out training and education.

2. Training should be based on enterprise human resources, and enterprise training and education should be "self-reliant". At the same time, make full use of social human resources, adopt a short and quick "take-away doctrine" and introduce and recruit talents appropriately; It is also necessary to carry out training work in a planned way in combination with factors such as talent introduction, recruitment plan, difficulty and cost.

3. Training should be combined with the effective use of human resources, talent structure and its changing trend in educational enterprises.

(C) improve the incentive mechanism

The development of enterprises can not be separated from employees, who are the wealth of enterprises. In enterprise management, only by fully mobilizing the creativity and enthusiasm of employees and truly integrating employees into the enterprise, managers can let employees play their greatest value. Therefore, enterprises must attach importance to employee motivation and establish a perfect incentive mechanism.

World-class enterprises have established a systematic incentive mechanism, and through various effective incentive means and methods, they have established an open incentive system that makes use of the characteristics of enterprises, the characteristics of the times and the needs of employees, which makes their enterprises invincible in the fierce market competition. Effective incentives adopted by world-class enterprises have the following characteristics:

(1) Material incentives should be combined with spiritual incentives. The main form of material incentives is positive incentives, such as issuing jobs, bonuses, allowances, welfare, etc. There are negative incentives, such as fines. Spiritual motivation includes goal motivation, work motivation, participation motivation, honor motivation and so on.

(2) Establish and implement multi-channel and multi-level incentive mechanism. It includes: emotional motivation (that is, strengthening employees' emotional communication, respecting employees, and keeping employees in a good mood to stimulate their work enthusiasm); Establish a people-oriented management thought; Good working environment and so on.

(3) Fully consider the individual differences of employees and implement differentiated incentives.

(4) The behavior of enterprise managers is an important factor affecting the success or failure of the incentive system.

By establishing an incentive mechanism, employees' work motivation can be correctly induced, so that they can realize their own needs and increase their satisfaction while achieving organizational goals, so that their enthusiasm and creativity can continue to be maintained and carried forward. Therefore, it can also be said that the use of an incentive mechanism is an important factor to determine the rise and fall of enterprises to a certain extent. How to make good use of the incentive mechanism has become a very important issue for all enterprises.

(D) Establish an effective performance management system.

Performance management helps to improve the performance of enterprises. Enterprise performance is based on employees' personal performance, and an effective performance management system can improve employees' work performance. At present, in western developed countries, many enterprises regard strengthening employee performance management as an important way to enhance their competitiveness. According to Hewitt's survey of all listed companies in the United States, companies with performance management system are obviously better than those without performance management system.

The establishment of an effective performance management system should pay attention to the following aspects:

1, according to the characteristics of enterprises, choose the appropriate performance management tools and technologies. Performance management tools and techniques include: target management, benchmarking, key performance indicators, balanced scorecard, etc.

2. Make performance plans by using the SMART principle, let employees participate in the process of setting performance targets as much as possible, and make performance plans from the organizational level, process level and work execution level to continuously improve performance.

3. In the process of performance monitoring, it is necessary to combine management monitoring with employees' personal self-monitoring.

4, design an effective performance evaluation system, and in the performance evaluation, the evaluator should try to avoid the misunderstanding of the evaluated.

5. After the performance evaluation, timely and effective performance feedback should be given, and employees' performance should be diagnosed and analyzed through the results of performance evaluation, and an effective performance improvement plan should be made on the basis of full communication with employees.

By establishing an effective performance management system, making performance plans for employees, monitoring, evaluating and giving feedback on employees' performance, employees' working ability and working attitude can be continuously improved, and then their performance can be improved.

(5) Provide employees with fair and equal opportunities.

Equality of opportunity is of great significance to justice, which provides uniform rules for the specific development of each employee. That is, team members should follow the principle of equality when solving the problem of how to have opportunities as a resource. Within the enterprise, equal opportunities will affect employees' job satisfaction, sense of belonging to the enterprise and turnover intention.

Equal opportunity aims to provide employees with equal opportunities as much as possible, so as to fully develop the potential of social members and stimulate the vitality of the whole society. The concept and principle of equal opportunity also provide employees with broader choices and effective development space, higher development expectations, and also provide basic rules for development, thus stimulating the vitality of the team and improving the quality of team progress.

Equal opportunity needs the support of a fair system. Only a just system can be accepted. A fair system requires not only the fairness of the system, but also the fairness of the procedure, and the fair system should be implemented. A fair system includes not only the company's performance appraisal system, but also the employee recruitment system, training system, employee promotion system and salary system. Fair performance appraisal system is the key to selecting talents, fair recruitment system is the key to attracting talents, fair training system is the key to discovering and educating talents, and fair employee promotion system and salary system are the key to retaining talents. Only through this series of fair systems can the company maintain the status of high-quality talents and improve the performance of employees.

By raising the employment standard and actively training and educating employees to improve their skills, motivating employees with perfect incentive system and good incentive methods, establishing an effective performance management system to improve their working environment, and providing equal opportunities for employees with a fair system, employees' performance will certainly be greatly improved.