隨著企業(yè)規(guī)范管理意識和科學(xué)管理水平的日益提高，管理者開始認(rèn)識到績效管理在改善企業(yè)經(jīng)營業(yè)績、培養(yǎng)優(yōu)秀員工隊伍、塑造企業(yè)核心競爭優(yōu)勢等方面的重要意義。然而，許多企業(yè)在著手推行績效管理后才發(fā)現(xiàn)其中存在許多難點，特別是發(fā)現(xiàn)員工對此舉措并不十分領(lǐng)情，在心理上存在頗多問題，致使績效管理的實施效果不佳，有時甚至導(dǎo)致績效管理項目的失敗。如何在實踐中合理地排解員工心中普遍存在的心理問題，已成為企業(yè)績效管理過程中面臨的一個重大的難題。

關(guān)鍵詞： 績效管理 心理問題 績效考核 溝通
















Abstract

With the increasing standardized management awareness and scientific management level, managers of enterprises began to realize the importance of performance management in improving business operation achievements, cultivating outstanding staff, and shaping core competitive strengths. However, many enterprises confronted numbers of difficulties ever after the implementation of performance management, especially the staff were not willing to accept the measure, hence they have some psychological problems, which turned out to be the ineffective result of the performance management, and sometimes even lead to failure in performance management projects. It has been the major thesis that faced in the process of performance management, with the topic on practice, how to solve the widespread psychological problems among the staff reasonably.

Key words: Performance Management Psychological problems
Performance Assessment Communication














目　錄

一、引言 1
二、績效管理中員工心理問題的表現(xiàn)形式 1
（一）員工持消極的態(tài)度對待實施人員 1
（二）員工不能客觀地對團(tuán)隊成員進(jìn)行互評 2
（三）員工不能以正確的態(tài)度接受低績效的現(xiàn)實 2
三、員工心理問題產(chǎn)生的原因 2
四、員工心理問題對績效管理產(chǎn)生的影響 3
（一）績效計劃工作難以順利進(jìn)行 3
（二）考核指標(biāo)及目標(biāo)值的設(shè)定偏差過大 3
（三）績效評價的結(jié)果不真實 4
（四）評價結(jié)果的應(yīng)用效果不能令人滿意 4
五、破解員工心理問題的方法 4
(一)加強(qiáng)動員宣傳和員工的溝通力度 4
(二) 組織多種形式的員工心理咨詢和文化活動 5
（三）開展績效管理培訓(xùn)，增強(qiáng)員工的心理認(rèn)知 6
（四）實施心理培訓(xùn) 6
參 考 文 獻(xiàn) 8
致謝