绩效管理过程中员工心理问题的探讨（Psychological problems of employees in performance management）

1、绩效管理过程中员工心理问题的探讨（Psychological problems of employees in performance management）The performance management system for the staff performance appraisal, evaluation and incentive. Scientific performance management can not only improve the overall performance and management level of enterprises, and help

2、 employees find the problems existing in the work, through the improvement of the growth. However, many enterprises in the process of implementation of the performance management system, the staff found this is not very grateful, there are a lot of problems in the psychological effect, resulting in

3、the implementation of performance management is poor, sometimes even lead to the failure of the project performance management. How to reasonably resolve the psychological problems in the hearts of the staff in practice, has become a major problem facing the enterprise performance management process

4、.A form of psychological problems of employees, employees of psychological problems is a problem often encountered in the process of performance management practice. It refers to the employee performance management system implementation because of fear on the familiar working environment change or c

5、ause loss of their own interests, in the psychology of the resistance and non cooperation or even hostile attitude and behavior. Specifically, the psychological problems of employees have the following form:1. in the implementation process of performance management, the employees to actively coopera

6、te with the project staffIn the implementation process of performance management, many of the team members will feel the staffs attitude is not very satisfactory in the process and the staff in contact. As in the process of interviews or collect information, some employees indifferent quiet, passive

7、 answer, ask answer sentence; some have to answer the question, not to say the truth; some deliberately pompous, cover up negative information; some serious resistance, mocking words, make interviews tense etc. The phenomenon that the employees there is a serious contradiction of performance managem

8、ent.2. in the index of the development process, the employees to provide accurate and effective informationIn the index of the development process, we often found that the staff of the assessment index and the target setting with tension. Some employees afraid to assume more responsibility, some hop

9、e that targets dont be too strict, some fear that the target value of greater impact on its own interests. Therefore, they are in the index and the target value and the project team members to discuss, often offer some discrepancy with the actual situation of the data, or deliberately exaggerated th

10、e working responsibility and content, or for other jobs or subjective evaluation, negotiate with team members.3. in the process of evaluating the performance of the employees to actively participate in the mutual evaluation between the team membersThe mutual evaluation between team members in some a

11、reas of cooperation is very important, a comprehensive assessment method (360 degree assessment) is gradually popular. However, the reality is that despite the team members understand the working condition of each other, but they do not seem willing to evaluate each other, are advised to share. From

12、 a number of companies have implemented a mutual evaluation results, they seem to have to avoid criticism and psychological tendency to revenge, or easy points, or attack each other. They are not willing to put forward to improve each other each others advice, sometimes the result of the deteriorati

13、on of the relationship between the team.4. performance of the interview process, the staff refused to accept the reality of low performancePerformance interview is often a headache for most of the managers, they feel that there is a reason. Because not all of the performance evaluation is positive,

14、there are the inevitable price to pay for its low performance. However, the performance and poor employee performance interview is not pleasant. Psychology shows that employees face poor performance results, rarely find from their own reasons for reflection, but unconsciously looking for various rea

15、sons prevarication attempt to excuse poor performance due to objective factors.Another common reaction with the students on the examination of the reaction as professor to prepare their own test is fair, and students can not agree. By evaluation of the staff also do not agree to the evaluation of ma

16、nagers. In many cases,The employee accepts only positive suggestions and results. Welcome to the next page and globrand (global brand network) the authors discuss your views and opinions, Huang Yuejun, master, lecturer in management of human resources development; member Chinese; Chinese human resou

17、rces network freelance columnist; senior lecturer at the Dongguan University of Technology City College entrepreneurship training center; Dongguan leader consulting companies, consulting firm senior partner Andrew a number of companies; management consultants perennial; many management journal contr

18、ibutor; long-term commitment to research and practice of human resource management, in the newspaper, China personnel in China Cultural newspaper, human resource development China, human resources, human resources, human resource management, sales and management, enterprise vitality, enterprise rese

19、arch, manager, feed printing (Expo management Version) , Maoming daily , modern management science , Chinese and foreign entrepreneurs , science and management , new capital , Sichuan economic research , contemporary , rich workers to a number of journals published dozens of papers. National newspap

20、ers China cultural newspaper, human resources, Journal of Dongguan Zhitong talent only the rich to the reported and interview. (please contact me when you are in the global brand to see this article.) Huang Yuejun entered the list of articlesTwo, the psychological problems of employees on performanc

21、e management affect the employees psychological problems of the enterprise performance management system will have a greater impact. Specific performance in the following areas:The survey of 1. preparatory work difficult to continueBecause employees fear performance poses a threat to their existing

22、interests, do not understand the reason and purpose of carrying out the performance management, the resentment on the performance management system implementation, the information provided by the real ones, not to support and cooperate with related personnel interviews and other research work, the p

23、roject team of preparatory work to proceed smoothly.Set a deviation of 2. evaluation index and the target value is too largeThe performance evaluation results and there are two ways in the enterprise. One is to pay employees or making other administrative decisions, these decisions include pay promo

24、tion, demotion, dismissal and other cuts. The other is used to develop the potential of the staff, it includes the identification of staff strengths and areas of growth and development of staff training and development plan and occupation career planning.Obviously, the employees are not aware of thi

25、s, they generally think that the performance evaluation is only used to pay demotion, layoffs and the implementation of the efficiency. Therefore, they try to conceal important information in the work, trying to influence the project teams judgment, the evaluation index and the target setting deviat

26、ion is too large, thus affecting the result of performance appraisal.3. the result of performance evaluation is questionedThe performance management system is established based on employee cooperation and false information on the affirmation is invalid, the authenticity and credibility will lead to

27、staff questioned. In addition, the staff mutual assessment process to avoid criticism and psychological tendency to revenge cooperation on the evaluation results and team damage is huge.The application effect of 4. evaluation results just passableIn the staff psychological conflict in the atmosphere

28、 of the performance interview is undoubtedly a failure, its effect in addition to add to the hearts of the staff grievances and dissatisfaction, no meaning. The main duty is to assist the managers, encourage, guide and help the employees to improve their performance. However, on the one hand, when t

29、he referee, when a coach or counselor can make managers feel deep contradictions and confusion.During the interview, the staff of the organization with low performance evaluation, the mood is extremely unstable. If the manager handled properly, employees will have to complain or even resentment, aff

30、ect its future work, which deviated from the original intention of the performance appraisal.In three, the psychological problems of employees 1. to strengthen publicity and communication efforts,Open the knot of employeesMany of the psychological problems of employees from misunderstanding and fear

31、, communication is an important way to solve the psychological problems of employees. If the questions and concerns of enterprises openly exist on the hearts of the staff to explain, can open the knot of employees, employees get approval, is conducive to the implementation of performance management

32、system.Therefore, in the process of the implementation of performance management, and employee share all kinds of enterprises should be concerned with performance information, potential barriers and problems of information, including information about the work progress of the work of the information

33、, all the possible solutions. Through various communication channels to let employees clearly understand the implementation purpose, reason and effect of performance management, and to allow employees to participate in the implementation process of the performance management system as much as possib

34、le, so that they get out from the performance management question, doubt, blame emotions, and begin to understand and support learning and performance management. Only when understanding the basic intention of the enterprise, employees can take a positive attitude to cooperate, and provide reliable

35、information.In general, in the implementation process of performance management, the enterprise can take the following ways of communication:1) formal written reports. The enterprise can require employees to submit regular reports on the work of the staff, in order to understand the situation and pr

36、oblems, and put forward constructive suggestions to encourage employees . A written report includes staff problems encountered in the work, the progress of the work and the suggestions and opinions. When the enterprise through the information in the report about employee problems, managers should be

37、 timely guidance to employees, or to communicate through interviews with employees, to seek ways to solve the problem.2) regular two-way interview managers and staff. At the beginning of each interview, managers should let employees know the purpose and focus of the interview. For example, managemen

38、t can do such prologue: today I want to talk about the progress of work on you and you. When it comes to the last talks when a problem is solved, whether and what new problems. The enterprise should be talks focused on solving the problems faced by individual employees, in order to make the meeting

39、more effective. For example, let employees know the reform implementation of enterprise performance management is very important, but more important is to let him know these changes for his personal work what is the impact of. That is to say, should focus on the adjustment of staffs work plan, solve

40、 individual problems encountered.3) team talks with employees. In team talks, the enterprise can ask everyone to introduce the progress and difficulties, if found problems and can be quickly resolved, it will immediately arrange to the people, to ensure that problems are resolved in a timely manner.

41、4) the use of various channels to collect employee psychological information. Managers can use a variety of ways to understand the psychological tendency of employees, the timely discovery of employee complaints, to detect abnormal situation of employees and bad behavior (such as talking, complainin

42、g, quarrel, etc.) and together with the staff of the problem solving instruction.2. to carry out performance management training, enhance employees psychological cognitionOnly by the communication does not completely eliminate the psychological barriers of employees. Enterprises should take advantag

43、e of this opportunity to provide a growth opportunity for employees, organize the implementation of the performance management system training, assist staff to learn and accept the concept of performance management, from the psychological to enhance the recognition of performance management. The ent

44、erprise can be carried out through the following way:1) combined with the practice of enterprise performance management system knowledge training for employees. Through training, employees will have a more in-depth understanding of performance management, to a certain extent eliminates the concerns

45、of performance management.2) human resources department can briefly some excerpts about performance management knowledge, published in internal publications, so that employees can often come into contact with the heart, deepen the understanding of performance management.3) training management person

46、nel performance management and technical ability. The psychological problems in practice because of improper management measures which are very common. For example, managers lack of negative feedback technology, the performance of the interview, will seriously affect the psychological status of empl

47、oyees. The enterprise should strengthen the management of technical feedback through the training of the.4) Workshop on relevant, timely and effectively to ease the psychological problems found. In the process of implementation of the performance management system, the enterprise and the staff will

48、encounter a variety of problems. This time, according to the staff of inner doubts, enterprises should promptly organize staff to discuss the existing problems, through the research on the practical problems, to further clarify the understanding of employees, so as to achieve the purpose of breaking

49、 the psychological barrier.3. to carry out psychological counseling staff training activities, unnecessary psychological barrierThe psychological training refers to the psychological theories, methods and techniques are applied to enterprise management activities, in order to better solve the employ

50、ees motivation, attitude, mental models, emotional intelligence, will, potential and psychological quality and a series of psychological problems. At present, in the top 500 in the world at least 80% of the enterprises to provide psychological assistance program for employees (EAP).Therefore, aiming

51、 at the psychological problems of employee performance management appeared in the process of enterprise, it is necessary to introduce psychological training, transformation of employees negative understanding of performance management, handle the staff of negative emotions, counseling staff unnecess

52、ary psychological burden and pressure.Enterprises in the introduction of psychological training, employees need to seriously analyze the reasons and forms of psychological problems, reasonable choice of types and methods of training, reasonable evaluation and feedback, and the effect of training, in

53、 order to adjust the attitude of employees, improve the psychological mode of. For example, through a number of training psychological training, make employees aware of their own problems in an open environment, training staff optimistic positive attitude, tolerant quality, good emotional control an

54、d stress management ability, establish a sound mind and thinking mode, from the elimination of staff in unnecessary psychological problems the performance management system in the implementation of.Of course, the psychological training is a long-term system, one or two training does not completely eliminate the psychological problems of employees. It requires enterprise humanistic feelings and closely cooperate with the attitude to the psychological health status of employees concerned. At present, many enterprises of var