绩效反馈是企业绩效管理的重要环节。
Performance feedback is an important part of performance appraisal management.
一个对于您过去一年绩效反馈的年度察看。
Serves as a an annual look at feedback on your performance for the last year.
及时提供准确的绩效反馈，有效辅导他人获得进步。
Provides accurate feedback about performance in a timely manner and helpful coaching that results in meaningful improvement.
正式的绩效反馈应定期进行，应包括来自共事的团队成员的反馈。
Informal performance feedback should be provided on a frequent basis, and should include feedback from fellow Team-members.
金钱、社会认知、绩效反馈对工作绩效的影响依次由强渐弱。
The motivation effects of money, social recognition and performance feedback on work performance declines one after another.
绩效反馈是一种激励的重要手段，用得好，可以调动下属的积极性；
The performance feedback is an important means of motivating. With its efficient and proper application, the subordinates' zeal can be arisen.
在绩效反馈与沟通阶段，要实现胜任力分析与绩效考核结果的统一；
In the stage of performance planning, competence development goals should be unified into performance objectives.
作为绩效管理的重要环节，绩效反馈对员工的绩效改进有着重要的影响。
As an important part of performance management, performance feedback can improve employees' following performance.
由于执行预期是清晰的，绩效反馈是明确、一致的，所以团队的士气会很高。
Morale is high because performance expectations are clear and performance feedback is clear and consistent.
绩效反馈是组织中鼓励先进、鞭策落后、激发员工潜能的很重要的管理手段。
Performance feedback is an important management tool for encouraging the advanced and urging on the backward in organizations.
企业的绩效管理包括：绩效考查、绩效控制、绩效反馈、绩效运用和目标管理五个维度。
The performance manage includes five dimensions: performance examination, performance control, performance feedback, performance application and objective management.
本研究尝试考察员工的责任心对于绩效反馈方法与绩效评估效果反应关系中的调节作用。
Thus, we conducted this study to examine the moderating role of conscientiousness in the delivery of feedback and employees' reactions.
本研究结果表明，绩效反馈的实施方式会影响员工后续的行为，研究还讨论了管理实践价值。
The results showed that the implementation of performance feedback will have significant influence on the subsequent behaviors of the employees.
从激励的内在机理来看，提高组织绩效的激励因素可归结为三类：金钱、社会认知和绩效反馈。
Theoretically, the incentive factors to enhance organization performance can be classified as: money, social recognition and performance feedback.
并设计了绩效计划、绩效实施与管理、绩效评估与绩效反馈面谈四个步骤完整的可循环的绩效管理流程。
Through the Functional department performance system redesigned, this article tried to offer some methods for solving the problems existed in Functional department appraisal.
其次，对绩效管理的四个组成部分：绩效计划、绩效沟通、绩效考评和绩效反馈，进行了详细的研究，特别深入分析了的绩效考评环节，提出360度绩效考评方法。
Secondly, the thesis analysis the four parts of it, including performance plan, communication, appraisal and feedback. The appraisal part emphasizes on a new appraisal mode, 360-degree feedback.
其目的不是要说带头人永远都不应该提供反馈，也不是说应该放弃绩效评估。
The intent is not to imply that leaders should never give feedback or that performance appraisals should be abandoned.
从绩效管理到人才保留为工人的安全，提供适当和及时的反馈让一个高性能组织和一个破产的区别。
From performance management to talent retention to worker safety, providing appropriate and timely feedback makes the difference between a high-performance organization and a bankrupt one.
它提供有关与内部商业流程和外部结果的反馈，以不断提高战略绩效及成果。
It provides feedback around both the internal business processes and external outcomes in order to continuously improve strategic performance and results.
管理项目团队：跟踪团队成员的绩效，提供反馈，解决争议，协调变更，增强项目实施效果。
Manage project team - Tracking team member performance, providing feedback, resolving issues, and coordinating changes to enhance project performance.
员工通过反馈寻求行为可以明确他们的角色期望，估计工作行为是否恰当、充分，以提高绩效。
Feedback seeking enables employees to clarify their role expectations, evaluate the adequacy and appropriateness of their work behavior, and improve their work performance.
未形成体系，具体表现在员工缺少驱动力、培训绩效无法度量和缺少有效反馈渠道。
Not formed the system, the specific performance of the lack of driving force, training performance can not be measured and the lack of effective feedback channels.
为员工提供教导、辅导并给予定期反馈，协助解决各种员工矛盾，提高员工绩效。
Provide mentoring, coaching and regular feedback to help manage conflict and improve team member performance.
赫特说：“应该密切关注自己的绩效，”甚至要寻求同事的诚实反馈，因为“没有人可以否定成功的事实。”
"You need to take a hard look at your own performance," and even seek out honest feedback from peers, because "it's hard to argue with success," Hurt says.
工作反馈：指员工在完成任务的过程中，可以直接而明确地活得有关自己工作绩效信息的程度。
Feedback: the degree to which carrying out work activities required by a job results in the individual's obtaining direct and clear information about his or her performance effectiveness.
反馈是在某种程度上人们接收到关于工作绩效清晰地信息。
Feedback is the extent to which a person receives clear information about performance effectiveness from itself.
一位前员工说，他好不容易熬出一份缜密的10天绩效计划，可那帮同事连反馈都懒得回复。
After being put on a rigorous 10-day performance plan, one former employee said his team didn't even bother to give him feedback.
一位前员工说，他好不容易熬出一份缜密的10天绩效计划，可那帮同事连反馈都懒得回复。
After being put on a rigorous 10-day performance plan, one former employee said his team didn't even bother to give him feedback.
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