很多企业推行绩效管理的时候,期望值都比较高,以为绩效管理一开展,企业业绩和员工面貌就会有很大的改观。但几年下来,感觉实际效果并不理想,没有达到预期的目的。作为一个比较先进的管理工具,为什么没有发挥出应有的效果,问题究竟出在哪?可从以下几个方面进行探讨。 When many companies implement performance management, the expectation is higher, so that when the performance management is carried out, there will be a great improvement in the performance and staffing of the enterprise. But a few years later, I feel the actual effect is not satisfactory, did not achieve the intended purpose. As a more advanced management tool, why did not play its due effect, what exactly is the problem? From the following aspects to explore.