If the company fails to do these points well, KPI, OKR, and BSC performance tools are useless

Affected by the epidemic, the performance has declined seriously, and more than 2,000 employees are facing the pressure and challenge of survival.

1. The purpose of performance is to improve performance, and performance improvement is to make employees better and better.

2. The only way to improve performance is to learn. The only way for employees to improve performance is to learn! Skills are not enough to learn skills, attitudes are not to learn attitudes, and thinking is not to learn thinking.

The vast majority of employees have insufficient skills. When the employee's ability is not enough, he will only entangle with you that the performance indicators are unreasonable, and the quantitative indicators are too high, and will not consider how to improve their skills.

Then ask again, whether the employees of your company are willing to learn (a question of willingness), whether they are willing to learn (a question of diligence), and whether they can learn (a question of learning ability)? He said that most of them are old employees, who are not willing to learn, but are eager to learn. Less, it is not clear whether it can be learned or not, and it has not been analyzed and evaluated.
3. Take willingness to learn, eagerness to learn, and ability to learn as the assessment requirements for recruitment and probationary management

The essence of the question is easily presented. Why are employees unwilling to learn, hard to learn, or unable to learn? It seems difficult to answer, and seems to be an unsolved question.

Because if you want to change the learning awareness and habits of the old employees, it may be very hard to do the wrong thing, in the wrong direction, very tired, futile, and may enter a vicious circle.

Recall how you did when you were recruiting? Are you willing to learn, whether you want to learn, and whether you can learn it as an important assessment requirement for your company's talent recruitment and probationary management? very carefully. So how can they improve their abilities and improve performance? The essence of performance is performance improvement, performance improvement requires conditions, and companies need to grasp the conditions when selecting candidates. At the same time, only by providing high-quality, real-world, and sufficient training resources can companies fundamentally solve the problem of performance!

Whether it is target result management or process behavior management, as long as employees do not have the basic conditions for growth and improvement, performance is futile, and labor costs money.

Sow melons and get melons, sow beans and get beans, sow seeds and get fruits. There are causes and consequences!

It is not too late to start from the source and start from now on! Don’t always think about artificially changing the thoughts and habits of old employees. When the wolf comes, the sheep will naturally run away! Of course, there are many skills and points to pay attention to in the implementation process. Please think more about it! Otherwise, in the right direction, different people will do it, and the results will be different.

From the case of performance, it is not difficult to find that human resources is a system problem, and the essence of a certain problem may be another problem (the essence of performance is a recruitment/training problem).

Just like human health management, it does not simply manage a certain organ (such as kidney, lung, liver, etc.), but requires the entire system to maintain a virtuous cycle, so that the body will always be in a healthy state!