The first part excavates the maximum value of efficiency management system.

1. Performance appraisal is dead, but performance management is forever!

2. The necessity of performance evaluation

3. Let the performance appraisal have more achievements and less pain.

4. What indicators are needed for successful performance evaluation?

The second part treats different employees differently.

1. How to get the best result from performance evaluation?

2. Performance management that affects work results

Robert Fritz described the cruel reality behind the poor performance.

4. Trapped in the cage of "excellent performance"

The third part interprets the power of expectation.

1. Good expectations-the key to a good result?

2. Future feedback

The fourth part selects performance appraisal indicators.

1. What do you think of performance appraisal now?

2. Use evaluation to improve team performance.

3. High performance budget

4. Indicators and enlightenment-five keys to evaluate the performance of knowledge workers

The fifth part makes the 360-degree feedback evaluation method produce value.

1. Should we use the 360-degree feedback evaluation method to evaluate performance?

2. Scoring game 1 Improved 360-degree feedback evaluation method to improve performance.

Brief introduction of the author