Business Management: What kind of performance evaluation in order to increase employee productivity - to do Business School

Recently, many employers say: Hung teacher, we are now facing a very serious problem, employees complain all day long, lazy, do nothing, the company's performance appraisal becomes a mere formality.
Then let me help look at why many companies performance appraisal, but little substantive role?
In fact, many companies often conduct performance evaluation on the basis of assessment, supplemented by incentives: we must know, no bosses and employees want leaders to assess, so employees more easily recognized and encouraged. Do not blindly assessment, ask yourself.
Let's look at the traditional "performance appraisal" Why unsuccessful key points:
1, to improve the performance appraisal goals: continue to improve the requirements to participate in the target, increasing year by year, employees can not be completed, the boss wants to achieve high goals, which is the owner of the business needs . However, if the boss's goals can not be converted to target employees, but employees must accept that task. Employees only passive tasks without active target. Therefore, employees working state is passive. Since the heart can not identify the "target", so naturally we will not do their utmost to achieve this goal.
2, performance incentives and penalties less: Basic once a month, mainly deducted little reward. Thus, employees said complaints about the assessment, many people may not leave.
3, to promote the weak performance evaluation: It is important three points: first, assessment is too general, it seems scientific and rational, but lost focus; Second, incentives are very limited, long activation period, and, under the influence of a combination of factors , the value and impact of performance appraisal is actually not high. Third Worse, fixed wage growth will inevitably push high fixed labor costs, and because of past performance and contributions of employees and can not be increased. The company's future operating costs, good performance and outstanding contributions should be honored in the future, future performance is better, the future delivery is timely.
After reading the above three points, please review your own company's performance evaluation. What is the problem on it?
The company had been conducting KPI performance appraisal, and at the outset is very good. At that time, staff with confidence. In order to accomplish the stated objectives of the company, everyone is working overtime. In the first half, everyone still gets the job done and get the company's reward. Everyone still willing to work hard and pay the price. Over time, the whole atmosphere of the company is the assessment, negative emotions. Slowly, unable to complete the task, low salaries, wages did not reach the previous standard, the mood began to fall. Some employees start to leave, then resigned to other competitors, not only a serious drain on the staff, but also competitors.
So, pay performance incentives should be how to do?
Performance incentives are performance earlier, after excitation, that is, if employees want to achieve a high income, you must be efficient, and therefore performance incentives mainly do two things:
performance indicators interests tied up
(1) Design incentive indicators
each performance indicators are designed specifically to quantify and can be used to represent the data needed for the company.
Such as sales, gross profit, cost rate, individual performance, return on investment, wage rates, expense ratio can be controlled, customer satisfaction, employee turnover rate, these data are based on results.
(2) indicators and remuneration linked
After finding the motivation indicators for each position, we will contact these indicators and staff salaries up, and then pay based on actual data, and ultimately determine the salary income of employees.
In fact, we should be clear incentives, clear objectives, so that employees can get real he expected salary, then he would surely improve efficiency, so as to achieve performance goals.