Question

急急急!帮忙英语高手们帮翻译一下下面的内容,急用啊,谢谢了,

绩效沟通是绩效管理的灵魂与核心，是绩效管理过程中耗时最长、最关键、最能促进工作开展、产生效果的环节。良好的绩效沟通能够及时排除障碍，最大限度的提高绩效。绩效沟通贯穿于绩效管理的全过程。企业的绩效管理说到底就是上下级间就绩效目标的设定及实现而进行的持续不断双向沟通的一个过程，在这一过程中，管理者与被管理者从绩效目标的设定开始，一直到最后的绩效考评，都必须保持持续不断的沟通，任何的单方面决定都将影响绩效管理的有效开展，降低绩效管理体系效用的发挥。因此，不懂沟通的管理者不可能拥有一个高绩效的团队，再完美的考核制度都无法弥补管理者和员工缺乏沟通带来的消极影响。所以现在绩效管理中管理者与员工之间需要持续不断的绩效沟通，这也就是本文介绍的主要内容。

Answer 1

Performance Performance Management communication is the soul and core, performance management process is the longest and most crucial and most capable of promoting the work carried out, the effect of the link. Good performance and remove barriers to communication, the maximum improve performance. Performance of communication throughout the entire process of performance management. The final analysis, enterprise performance management is on the lower level of performance on the set and achieve goals and the ongoing two-way communication of a process, in this process, managers and administrators was the performance targets set from the beginning, has been To the final performance evaluation, must maintain continuous communication, any unilateral decision would affect the effective performance management, performance management system to reduce the effectiveness of play. Therefore, do not know how the managers can not communicate with a high-performance team, to perfect appraisal system can make up for the lack of communication between managers and staff, the negative impact. So now performance management of managers and employees between the performance of the continuing need for communication, that is the main content of this paper.