Co creating the future, Chongqing Jingben carries out performance evaluation for new cadres

Co creating the future, Chongqing Jingben carries out performance evaluation for new cadres

Text/Fang Jiandong Picture/Yang Cheng

On January 30, 2024, the company held a new cadre performance evaluation meeting in the Chengdu office. The purpose of this meeting is to allow new employees to share their work changes before and after taking office, explain their work achievements since taking office, and provide suggestions for the future development of the company.

The meeting began, and the new cadres conducted on-site job reports one by one. They reported in detail their work during their tenure in a digital way, including the completion of work tasks, achievements, existing problems, and directions for future improvement. The entire process of reporting work was free from clich é s, fully demonstrating the good spirit and demeanor of the new cadres. The report content fully demonstrated the work ability and professional qualities of the new cadres, reflecting their loyalty and love for the company.

At the end of the job report, Mr. Zhou from the company's maintenance department commented on the personality traits, work style, shortcomings, and future improvement directions of the new cadres one by one, and gave affirmation and high praise to all the new cadres for their diligent performance in their respective positions.

Mr. He, the CEO of the company, also explained the background and significance of the new cadre's work report. He stated that this year, for the first time, the new cadre's work report was arranged at the company's annual meeting, which also shows that the company attaches great importance to the cultivation and development of new cadres. As a "soldier in the tail" new management personnel, we cannot still limit our thinking to the perspective of non management ordinary employees. We need to improve our own cognitive level and form good behavior habits. He put forward several hopes for new personnel: firstly, to continuously learn and enhance personal basic and professional abilities; Secondly, one must possess good basic qualities, moral character, and personal characteristics should be adapted and adjusted according to job changes; The third is to have a strong sense of responsibility and accountability, as well as a good sense of service, to serve everyone well. He also put forward several requirements: firstly, there should be a requirement for identity transformation. As a manager, one's behavior not only represents oneself, but also represents the company and the team. Power should be seen as responsibility, and team culture and company requirements should be prioritized; Secondly, we should take the lead and set a good personal example; Thirdly, we need to convey positive energy and drive and influence everyone in the team; The fourth is to continuously learn and improve, enhancing the depth of personal skills and the breadth of knowledge; The fifth is to improve personal communication and coordination skills as well as writing abilities, learn to communicate, and be good at expressing oneself; Sixth, we need to strengthen our leadership skills and play a leading role. We need to understand what kind of abilities we should possess and how to lead everyone to do it.

Mr. Mou made a concluding speech, stating that the company is currently in a stage of rapid development and requires a large number of management personnel to support it, as well as the emergence of a large number of young talents and new forces. As a private enterprise, we are not limited to selecting and employing talented individuals, and have truly formed a good situation where capable individuals are promoted. I hope they can continue to work hard, guard against arrogance and impatience, constantly improve their own level, and make greater contributions to the long-term development of the company.