当绩效管理遭遇90后,是个有意思的话题。有位朋友在一家做校园社交APP的公司当市场总监。这家公司2014年组建,从最开始的六七个人,经一年左右的时间发展到50余人,其中绝大部分是90后。一次公司内部的市场目标讨论会上,有位刚刚入职的90后员工大胆地提出了自己认为合理的公司目标和实现方式,但可能是由于缺少经验,他所提出的方 When performance management encounters 90, it is an interesting topic. A friend at a company doing campus social APP as marketing director. The company was formed in 2014 and has grown from about 67 people at the very beginning to more than 50 in about a year, most of them after 90. During an intra-company market target seminar, a newly recruited 90-year-old employee boldly put forward what he considered a reasonable corporate goal and way of realization, but probably because of the lack of experience,