1. Performance management system can make the success of an enterprise not accidental but inevitable.

2. Performance appraisal can help managers achieve the behaviors expected by managers.

3. Employees only do the work you assess rather than the work you expect.

4. No quantification is equivalent to no management. China must use quantitative techniques to implement performance appraisal.

5. Having multiple people responsible for a goal will not produce the results you expect. Only one person responsible for a goal can achieve the results you expect.

6. Goals must be relevant. Goals without relevance lose their value and meaning.

7. There are at least three ways to achieve any goal.

8. Managers who focus too much on too high goals will only cause us to lose more opportunities to achieve our goals.

9. If the goal is not achieved, it is meaningless to find someone to blame. How to find a good way to achieve the goal is the result we should pay attention to.

10. The expected performance results need to be controlled by similar process tools such as "daily clearing sheet" and "performance progress dashboard".

11. Performance appraisal cannot guarantee that everyone will benefit from it, but it can ensure that more good employees will benefit from it.