The ability of managers determines the pattern of enterprise development. There is a famous saying in management circles that a flock of sheep led by a wolf can defeat a flock of wolves led by a sheep. It can be seen that leaders play an important role in the team, and only high-quality managers can bring out high-quality teams. What is effective management and how to improve performance? How to build a high-performance and empowered team?

First, know yourself and know yourself-management should start with knowing yourself

Scientific management cycle-know yourself → know others → manage others

First, concentrate on giving full play to your own advantages. You belong to the fields where you can give full play to your advantages and create excellent performance and results.

second, try to strengthen your advantage. Feedback analysis can soon find out what skills people need to improve or what new knowledge they must learn. It can point out which aspects of knowledge and skills can no longer meet the needs and need to be updated, and it also tells people what gaps exist in knowledge.

in order to be competent for a certain job, people usually have the ability to master any sufficient skills and knowledge.

Third, feedback analysis can quickly find out where people are arrogant. This conclusion is particularly important. Feedback analysis will soon help us identify these areas. Many people, especially those who are knowledgeable in a certain field, look down on knowledge in other fields, or think that "being clever" can stop learning. Therefore, the feedback analysis method can quickly find that the main reason why people can't create achievements in their work is that they don't have enough knowledge, or they are dismissive of knowledge outside their professional fields.

Therefore, we need to overcome the arrogant tendency of the frog in the well and study hard the skills and knowledge that can make us give full play to our advantages, which is an important conclusion summarized according to the feedback analysis method.

second, the best practice of team management-scientific performance management cycle-total performance management

the setting of team goals and the formulation of work plans-the starting point of high-performance teams-a journey of a thousand miles, starting with the first step

value creation.

how can we mobilize all elements of the team, such as sales department, administration department, technology department and supernumerary resources, to make this cake bigger?

second step, value evaluation.

If you make the cake bigger, you should consider how to evaluate the value and how to judge the merits. This is a very important point of performance. So in ordinary management, many people equate performance with performance salary and performance bonus, which is actually completely wrong.

the essence of performance, we should do the important thing of merit, instead of confusing it with a performance bonus, which is a completely different place. Then the merit should be based on everyone's contribution to value creation, and we should make a reasonable evaluation.

the third step is value distribution.

Based on such a reasonable evaluation, we can encourage everyone to make a bigger cake, thus promoting a fairer evaluation and better distribution, which is the spiral rise of enterprise management.

3. Five key objectives of performance evaluation

1. Setting goals

Goals should be set through employee engagement. Autonomy can bring power when employees know that they are within their ability to achieve these goals. For example, employees can choose skills training courses to help them achieve their goals. Whenever it is needed, it should be broken down into operational projects. This will enable employees to easily align their daily work with the company's long-term business goals.

2. recognize performance

nothing motivates performance more than recognition. Recognizing and rewarding people with outstanding performance should be an integral part of performance appraisal objectives. The key part of this goal is a transparent rating based on performance, which can inspire employees' confidence. They should know what parameters can reward someone's performance. These indicators should be carefully considered together with objectivity, and there is no room for personal prejudice. Recognition can be done by increasing salary, bonus or through non-monetary methods (such as rewards).

3. Provide regular feedback

HR managers should try to provide regular feedback to compare employees' performance with their goals. It must be honest, realistic and, above all, constructive. This means that the analysis should consider the whole organizational environment and possible changes. Managers must provide suggestions and feasible suggestions on how to correct employees when the situation requires.

4. Cultivating talents

As HR managers know, it is easier (cheaper) to retain talents than to hire them. Talent stays on the way forward. Therefore, the key goal of performance appraisal should be to cultivate internal talents for the future. Talent training must be a regular activity, not a one-off event, and should be tailored to the specific needs of employees. First of all, we must determine the people with the best performance and the employees who can stand out under the guidance.

5. Identify weak links

In the knowledge-based economy, rapid change and adaptability are the keys to success, and persistent weak links will bring bad luck. Work that may be limited to a specific team may work overtime, thus becoming an obstacle to business growth on a larger scale. However, finding out those who are underperforming should be aimed at guiding and managing their talents in order to get the maximum benefit from them. In order to make it successful, it is necessary to conduct an honest review of their performance based on data.

managers should spend time with these people, accompany them to finish their work and share their suggestions. Then, they should listen to the opinions of employees. It may only be necessary to change their working environment or improve their skills slightly. The purpose is not to be punitive, but to give them honest feedback, constructive remedial plans and a timetable for demonstrable change.