这几年执行力方面的课程很受企业欢迎,很多企业老板认为员工绩效不好就是执行不好,所以很多企业请讲执行力的老师给自己的员工做培训。很多培训都是心态层面的,现场激励效果很好,短时间内确实通过状态调整有一些效果,但是时间久了,员工的状态又恢复原状,企业的绩效依然没有提升。所以我们得出一个结论:员工绩效和执行力并没有本质上的关系,反过来,执行力的提升也不是完全靠激励,它自己背后有一个核心机制。所以我们在回答员工绩效为什么 In recent years, executive courses have been very popular with companies. Many business owners believe that poor employee performance is not a good implementation, so many companies ask executive teachers to give training to their employees. Many of the trainings are at the mentality level. On-site incentives work well. There are some effects through state adjustment in a short period of time. However, after a long time, the status of the employees is restored to the original state, and the performance of the company has not been improved. Therefore, we come to the conclusion that there is no essential relationship between employee performance and execution. In turn, the improvement of executive power is not entirely based on motivation. It has a core mechanism behind itself. So why are we answering employee performance?