Certainly! Here’s a rewritten version of the provided text, aiming for clarity and detail:
—
Effective Performance Management Mechanisms to Achieve Team Goals and Sustain Team Growth through Management
3 Steps to Achieve Goals, 4 Key Interview Strategies, 5 Management Tools
Course Outline
Module 1: Five Common Misconceptions in Performance Management
When Does a Company Need Performance Management? Reasons for Performance Management Failure
How to Define Performance Goals? The Core Idea of Performance is Control
How to Achieve Desired Performance Results? Two Methods to Increase Success Rate
How to Evaluate Performance Management Results? Deconstructing Performance Management Models for Small Companies
Why Not Use the Balanced Scorecard? The Cost of Choosing the Wrong Performance Tool
How to Differentiate Between Five Performance Management Tools? Identifying Different Tool Advantages and Disadvantages for Different Employees
How to Use Performance Tools? Four Key Differentiated Management Points
What Performance Tools Should Companies Use? Three Approaches to Help You Choose the Right Tools
What Performance Tools Should Companies Avoid? Three Suggestions to Prevent Choosing the Wrong Tools
Which Stage of Performance Management is Most Important? Assessment Methods for Fatigued Employees
How to Conduct Performance Evaluation? The Choice of Evaluation System Affects Performance Results
What Influences Employee Performance Results? Assessing the Impact of Four Factors
Turning Goals into Action Plans
Why Is Goal Management Necessary? Four Elements Determine Execution Results
Why Are Performance Goals Easily Lost? Three Factors That Disrupt Team Goal Achievement
How to Properly Manage Goals? Three Ways to Prevent Managers from Becoming “Firefighters”
How to Stimulate Employee Initiative? Two Methods to Help Employees Achieve a Sense of Accomplishment
How to Set Performance Goals for Teams? Follow Five Principles to Make Goals More Scientific
How to Achieve Controllability? Case Analysis of Goal Process Decomposition
How to Break Down Performance Goals? Enhancing Result Controllability from Key Points
How to Precisely Allocate Goals to Individuals? Methods for Decomposing Performance Assessment Indicators
How to Ensure Goals Are Not Deviated? Three Steps of Logical Goal Decomposition
How to Make Employees Understand and Accept Assessment Goals? Coaching Employees with Five Methods
Using Feedback to Help Employees Improve
Why Provide Performance Feedback? Five Clear Objectives Managers Need to Understand
What Problems Can Arise in Performance Feedback? Ten Points to Note in Feedback Communication
How to Discuss Performance Feedback with Employees? Feedback Thought Process Managers Need to Train Themselves In
What to Do When Employees Feel Feedback Is Unfair? Three Steps to Address Employee Complaints About Distribution
How to Conduct Performance Interviews with Difficult Employees? Six Interview Techniques to Manage Challenging Employees
—
This revision expands on the original content, emphasizing the importance of effective performance management, providing practical strategies, and outlining various tools and techniques essential for achieving and evaluating team goals.
