一切绩效考核，都是纸老虎

Core Viewpoint - Performance evaluation is merely a management tool and not the sole measure of an individual's work capability [2] Group 1: Performance Evaluation System - Companies have their own performance evaluation systems, which ultimately rank employees and provide a basis for year-end bonuses, RSUs, and promotions [3] - The company conducts performance evaluations twice a year, with results categorized into five tiers: 1-5 stars, where 4-5 stars indicate high performance, 3 stars are average, and 1-2 stars are low performance [4] - High performance leads to higher year-end bonuses, more RSUs, better promotion prospects, and potential salary increases, while low performance results in the opposite outcomes [4] Group 2: Personal Experiences and Insights - The author reflects on their initial admiration for high performers at the company, believing they made significant contributions and excelled in their roles [5] - The transition to remote work during the pandemic hindered the author's ability to integrate into the team, resulting in a lower performance rating of 3 stars during their first evaluation [6] - The author later moved to another division within the company, achieving high performance and a promotion, but personal circumstances led to a decline in work engagement and eventual departure from the company [9] Group 3: Strategies for Performance Management - It is essential to communicate with leaders and key roles to understand the specific goals of the organization [13] - Confirming goals with leaders is crucial, as they should align with organizational objectives and be realistic [14][16] - Regular updates and proactive communication about progress are favored by leaders, as they help maintain awareness of team dynamics and individual contributions [21] - Acknowledging challenges and seeking assistance from leaders can foster a supportive environment and improve performance evaluations [22] - Building trust through consistent communication and achieving small goals can enhance an individual's standing in the eyes of their leader [23]