TH Company Performance Feedback Study

In the context of the integration of the telecommunications network,the broadcasting network and the Internet,the monopoly situation of the three has been completely broken,and competition between them has become increasingly fierce.On the one hand,TH Company,as the largest cable radio and television network operator at present,is facing increasingly severe external environmental challenges;on the other hand,as a data information network operator,the company has a high degree of work complexity and requires high department cooperation.In this context,TH companies need to perform timely and effective performance feedback,analyze and communicate the problems encountered by enterprises and employees in their work,improve the company's performance and employee performance by solving problems,and achieve common development of the company and employees.This article first summarizes the literature on performance feedback and builds a performance feedback model.The model shows that performance feedback includes five aspects: performance feedback sources,performance feedback context,performance feedback information,performance feedback objects,and performance feedback implementation.Secondly,design questionnaires and interviews around five aspects of performance feedback sources,performance feedback scenarios,performance feedback information,performance feedback objects,and performance feedback implementation.Based on the survey data,the status of TH company's performance feedback was understood and summarized.Insufficient performance feedback from the company.The research found that TH company's performance feedback work is in its infancy,with problems such as lack of professionalism of performance feedback sources,lack of context for performance feedback,incompleteness of performance feedback information,insufficient capacity of performance feedback objects,and formality of performance feedback implementation.Then,through analysis of interview data,it is found that the causes of these problems are as follows: in the performance feedback source,the leadership does not pay enough attention,and the feedback source lacks execution;in the performance feedback context,it is restricted by the corporate culture and the organizational environment;In terms of performance feedback information,the content of performance feedback information is not comprehensive,and the timeliness of performance feedback information is insufficient;in terms of performance feedback objects,lack of scientific cognition,insufficient feedback tendency,and lack of trust in performance feedback sources;in terms of performance feedback implementation,lack of Feedback methods and feedback processes also form obstacles to performance feedback.Finally,in order to effectively solve the above problems,this article proposes the following: improve the professional level of performance feedback sources,build a good performance feedback situation,standardize the management and control of performance feedback information,improve the capabilities of performance feedback objects,and ensure the effective implementation of performance feedback implementation.This article combines theory with practice to help companies improve their performance feedback work,make the company's performance feedback system more systematic and scientific,and thereby promote the company's sustainable development.