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How to carry out the performance management of SMEs with super-hard materials?
**Abstract**
More and more small businesses are seeking guidance on how to implement performance appraisals. Many HR professionals from large companies have started introducing performance management practices to small businesses where employees have changed jobs. In fact, enterprise management is fundamentally about performance management, which can be considered equivalent to both business management and process management. These three areas share common goals and principles, such as:
1. Enhancing the overall performance of the company to achieve its business objectives.
2. Strengthening internal management and improving team collaboration.
3. Recognizing employee progress and enhancing their job performance.
Since small businesses also require structured management, it's essential to implement performance management. To do this effectively, it’s important to first understand the general framework of corporate performance management and then adapt it to the specific needs of small enterprises.
The key steps in implementing performance management include:
1. Defining clear performance management objectives and guidelines—this is the foundation of any successful system.
2. Establishing a dedicated management team, assigning responsibilities, and developing an implementation plan.
3. Designing performance systems, selecting appropriate tools, and setting evaluation standards, especially creating tailored appraisal programs.
4. Gathering feedback, organizing discussions, and refining the program through iterative improvements.
5. Once the program is finalized, conducting training and awareness campaigns, and running a trial period with all staff fully informed.
6. Addressing any issues or gaps identified during the trial and officially launching the system.
Performance appraisal standards should typically be reviewed and adjusted annually or every two years, while the core principles and guidelines of performance management should remain consistent over time.
Although the general process for introducing performance management is similar across businesses, the methods and criteria vary significantly. Small businesses cannot simply copy the assessment models used by large corporations. Even among companies of similar size, the evaluation approaches differ because each organization has unique characteristics and performance levels. The same form, weight distribution, or indicators may not apply across different roles or departments within the same company. Performance appraisal must reflect the specific needs and culture of the organization.
Small businesses often have fewer employees and sometimes even single-person roles. If they follow the rigid evaluation methods used by large companies, it could lead to unfairness and unnecessary workloads. Employees might spend too much time filling out forms instead of focusing on their actual tasks, increasing both their stress and the company’s administrative costs. Therefore, small businesses need a more flexible and personalized approach. Assessments should be tailored to individuals, based on clear and fair criteria. The evaluation should be timely—when something is done well, it should be rewarded; when mistakes occur, they should be corrected immediately. At the end of the month, results should be summarized clearly and simply, making the process easy to understand and use.
I have long advocated for an approach similar to the traffic police method—evaluating staff based on real-time performance, with rewards and penalties applied according to established rules. This ensures transparency and fairness, as no one can be punished without evidence. Performance appraisal should never be used as a tool to reduce employee income, as this can demotivate staff and ultimately harm the company. Instead, the goal should be to boost employee engagement and improve overall productivity.
The assessment methods and criteria must evolve as a company grows. There is no one-size-fits-all model for small businesses. Even with expert advice, the system must be customized to fit the unique environment and culture of the organization.