摘要
由于绩效考核结果与随后的奖惩措施相联系 ,反馈沟通又具有一定的批评性 ,所以既敏感 ,又必不可少。为此 ,分析了缺乏绩效反馈的原因 ,导致的结果 ,并在此基础上提出了相应的改进措施 :维护自尊、加强自信 ,提高有针对性的反馈 ,使员工参与反馈 ,注重直接反馈 ,等。
Because the result of performance evaluation is connected with the consequent measures of awards and punishment, criticism exists in feedback communication, which is sensitive and essential. The causes and the results induced by lacking of performance feedback are analyzed, by which corresponding precautions for improvement are proposed, including maintaining self respect, strengthening self confidence, improving aimed feedback, bringing the staff to take part in the feedback and paying attention to direct feedback.
出处
《长江大学学报（社会科学版）》
2004年第5期38-41,共4页
Journal of Yangtze University（Social Sciences Edition）
