Performance feedback is a variety of performance management tools to enable employees to understand their performance level. The most important means of achievement is performance communication. Performance communication is an important part of performance management. The main purpose is to improve and improve the relationship between employees, to analyze, identify and prove their strengths and weaknesses, to help employees make full use of their strengths and weaknesses and to solve their weaknesses, and to clarify the development and training needs of future employees in order to more effectively complete the work, it reflects the current performance of employees, and sets the next target level as the standard of future performance. Through performance communication, the idea of performance appraisal can be deeply rooted in the hearts of the people. Only the use of performance appraisal tool and the results of performance appraisal can be recognized, and the results of performance appraisal can be widely recognized.
Specifically, for the current situation of Monde, performance communication methods include formal communication and informal communication.
(1) Formal communication, pre-planning and organizing formal communication methods, such as regular written reports, interviews, regular team or team meetings with managers. The adoption of this method not only helps to establish a harmonious relationship between managers and employees, but also cultivates the ability of rational, systematic thinking, logical thinking and written expression of employees.
(2) Informal communication is achieved through various social relations within the organization. Forms include informal meetings, chats, conversations at meals, etc. The benefits of informal communication are diversity and flexibility, without deliberate preparation; timely communication, problems can occur immediately after a brief dialogue, in order to solve the problem quickly; it is easy to close the distance between supervisors and employees.