对习惯于当好好先生的中国人来说,在绩效考核中,对个人考核的打分往往出现“平均高分”的现象,导致了绩效考核的平均化和形式化,这种现象在我国国有企业几乎是一个通病,这样的考核结果将产生不良的影响:第一,员工干好、干坏一个样,既打击了高绩效员工的积极性,又助长了低绩效员 For Chinese who are accustomed to being good men, in performance appraisal, the phenomenon of “average high score” often appears on individual appraisals, which leads to the average and formal performance appraisal. This phenomenon occurs in China’s state-owned enterprises Almost a common problem, such test results will have a negative impact: First, the staff do a good job, a bad job, both to combat the enthusiasm of high-performance staff, but also contributed to the low performers