jìxiào: 绩效 - Performance, Results, Achievements

• Keywords: 绩效, jixiao, performance in Chinese, Chinese KPI, performance review, work results, business achievements, 绩效考核, jixiao kaohe, work performance China
• Summary: Learn the crucial Chinese business term 绩效 (jìxiào), which means “performance” in a professional context. This page breaks down its meaning, cultural significance in China's results-driven work environment, and how it relates to performance reviews (绩效考核) and bonuses. Understand the difference between `jìxiào` (measurable results) and `biǎoxiàn` (general behavior) to navigate the modern Chinese workplace.

• Pinyin (with tone marks): jì xiào
• Part of Speech: Noun
• HSK Level: HSK 6
• Concise Definition: Measurable work performance, achievements, or results, especially in a professional or organizational context.
• In a Nutshell: `绩效` isn't just about “doing a good job”; it's about the quantifiable outcome of that job. Think metrics, targets, and data. It answers the question, “What did you actually accomplish?” In a sales role, your `绩效` is your sales volume. In a factory, it's the number of units produced. It's the objective “what” of your work, often forming the basis for performance reviews and bonuses in China.

• 绩 (jì): The radical on the left (纟) means “silk.” The original meaning was related to spinning thread, which evokes the idea of accumulating something strand by strand. Over time, this evolved to mean “accomplishments” or “merit”—the results you accumulate through your work.
• 效 (xiào): This character means “effect,” “result,” or “efficacy.” It represents the outcome or impact of an action.
• Combined Meaning: The characters literally combine to mean “accumulated effects” or “achievement-results.” This perfectly captures the modern meaning: the tangible, measurable results that have been accumulated through one's professional efforts.

`绩效` is a cornerstone of modern Chinese corporate culture, which is often characterized by high competition and a strong focus on pragmatism. While Western companies certainly use “performance metrics” and “KPIs,” the emphasis on `绩效` in China can feel more intense and direct. It is often the single most important factor in determining an employee's value to the company. This can sometimes lead to a culture where the final number is all that matters, occasionally overshadowing process, effort, or teamwork if those things don't contribute to the bottom line. A useful comparison is the Western concept of a “holistic review” versus a “results-only review.” A Western manager might weigh “being a great team player” or “showing great effort” heavily, even if sales numbers were slightly down. In a strict `绩效`-driven Chinese company, if your numbers aren't good, your `绩效` is poor, period. Your bonus, your promotion, and even your job security are often tied directly and explicitly to your `绩效` report. This reflects a cultural value on tangible, undeniable outcomes in a highly competitive environment.

`绩效` is a formal term used almost exclusively in professional and organizational settings like business, government, and sometimes academia. You would not use it to describe your performance in a video game or cooking a meal.

This is the term's home turf. It's at the heart of human resources and management.

• `绩效考核 (jìxiào kǎohé)`: Performance appraisal or performance review. This is the formal process where a manager evaluates an employee's `绩效`.
• `绩效奖金 (jìxiào jiǎngjīn)`: Performance bonus. The extra pay you get for meeting or exceeding your `绩效` targets.
• `绩效管理 (jìxiào guǎnlǐ)`: Performance management. The entire system a company uses to track, measure, and improve employee `绩效`.
• `绩效指标 (jìxiào zhǐbiāo)`: Key Performance Indicators (KPIs). The specific metrics used to measure `绩效`.

The term is formal and generally neutral. It's an objective measurement. However, it carries a heavy, high-stakes connotation. A conversation about your `绩效` is always a serious one. A poor `绩效` report can be a source of immense stress, while a good one is a source of pride and financial reward.

• Example 1:
  • 我们公司每个季度都有一次绩效考核。
  • Pinyin: Wǒmen gōngsī měi ge jìdù dōu yǒu yí cì jìxiào kǎohé.
  • English: Our company has a performance review every quarter.
  • Analysis: This is a very common and neutral sentence describing a standard business practice. `绩效考核` is a fixed phrase.
• Example 2:
  • 他因为绩效不达标被解雇了。
  • Pinyin: Tā yīnwèi jìxiào bù dábiāo bèi jiěgù le.
  • English: He was fired for his performance not meeting the standard.
  • Analysis: This shows the serious consequences of poor `绩效`. `不达标 (bù dábiāo)` means “to not reach the standard/target.”
• Example 3:
  • 我希望今年的绩效奖金能多一点。
  • Pinyin: Wǒ xīwàng jīnnián de jìxiào jiǎngjīn néng duō yìdiǎn.
  • English: I hope this year's performance bonus can be a bit more.
  • Analysis: This directly links `绩效` to financial reward, a key motivation in the workplace. `绩效奖金` is another key collocation.
• Example 4:
  • 提高团队绩效是经理的首要任务。
  • Pinyin: Tígāo tuánduì jìxiào shì jīnglǐ de shǒuyào rènwù.
  • English: Improving the team's performance is the manager's primary task.
  • Analysis: Here, `绩效` is applied to a group (the team), not just an individual.
• Example 5:
  • 公司引进了一套新的绩效管理系统。
  • Pinyin: Gōngsī yǐnjìnle yí tào xīn de jìxiào guǎnlǐ xìtǒng.
  • English: The company introduced a new performance management system.
  • Analysis: This highlights the formal, systematic nature of tracking `绩效` in a corporate environment.
• Example 6:
  • 你的个人绩效直接影响到部门的整体绩效。
  • Pinyin: Nǐ de gèrén jìxiào zhíjiē yǐngxiǎng dào bùmén de zhěngtǐ jìxiào.
  • English: Your individual performance directly affects the department's overall performance.
  • Analysis: This sentence shows how the term can be used at different scales (individual and department) in the same breath.
• Example 7:
  • 虽然他工作很努力，但绩效一直不太理想。
  • Pinyin: Suīrán tā gōngzuò hěn nǔlì, dàn jìxiào yìzhí bú tài lǐxiǎng.
  • English: Although he works very hard, his performance (results) has never been ideal.
  • Analysis: This is a classic example of distinguishing effort from results, a core aspect of the `绩效` concept.
• Example 8:
  • 这个新政策的绩效如何还有待观察。
  • Pinyin: Zhè ge xīn zhèngcè de jìxiào rúhé hái yǒudài guānchá.
  • English: The effectiveness (performance) of this new policy remains to be seen.
  • Analysis: This shows a slightly broader use of `绩效` to evaluate the effectiveness of a strategy or policy, not just a person.
• Example 9:
  • 为了绩效，我们不能牺牲产品质量。
  • Pinyin: Wèile jìxiào, wǒmen bùnéng xīshēng chǎnpǐn zhìliàng.
  • English: We cannot sacrifice product quality for the sake of performance (metrics).
  • Analysis: This sentence illustrates the potential negative side of a `绩效`-driven culture, where people might cut corners to meet targets.
• Example 10:
  • 客户满意度是我们最重要的绩效指标。
  • Pinyin: Kèhù mǎnyìdù shì wǒmen zuì zhòngyào de jìxiào zhǐbiāo.
  • English: Customer satisfaction is our most important performance indicator.
  • Analysis: `绩效指标` (performance indicator/KPI) is a key phrase. This shows how abstract concepts like satisfaction can be turned into a metric for `绩效`.

The most common mistake for English speakers is to confuse `绩效 (jìxiào)` with `表现 (biǎoxiàn)`.

• `绩效 (jìxiào)` = The Results. This is the objective, data-driven, quantifiable outcome of your work. It's about the “what.”
  • Correct: `他的销售绩效是全公司第一。` (His sales performance/results are number one in the company.)
• `表现 (biǎoxiàn)` = The Behavior/Conduct. This is more subjective and refers to your attitude, effort, teamwork, and general conduct at work. It's about the “how.”
  • Correct: `他在会议上表现得很好，积极发言。` (He behaved/performed well in the meeting, actively speaking up.)

Think of it this way: a person can have good `表现` (always on time, works hard, helpful to colleagues) but still have poor `绩效` (didn't meet their sales quota).

• Incorrect Usage Example: `那个演员的绩效很棒。` (The actor's `jìxiào` was great.)
  • Why it's wrong: `绩效` is for work/organizational results. For an artistic performance, you should use `表演 (biǎoyǎn)`. The correct sentence is `那个演员的表演很棒。`

• 表现 (biǎoxiàn) - General behavior, conduct, or demeanor. The crucial counterpart to `绩效`, focusing on “how” you work, not “what” you produce.
• 业绩 (yèjì) - Business performance, achievements. Very similar to `绩效`, but often with a stronger connotation of sales figures or financial results for a company or salesperson.
• 成果 (chéngguǒ) - Result, achievement, gain. A more general term for the positive outcome of any effort, not necessarily tied to a formal KPI system.
• 效率 (xiàolǜ) - Efficiency. How effectively you use time and resources to produce a result. High `效率` often leads to good `绩效`.
• 指标 (zhǐbiāo) - Indicator, target, metric. The specific standards by which `绩效` is measured (e.g., “sell 100 units per month”).
• 目标 (mùbiāo) - Goal, objective. The overall aim you are trying to achieve. Your `绩效` is the measure of how well you met your `目标`.
• 考核 (kǎohé) - To assess, to evaluate. The “appraisal” part of `绩效考核`.
• 奖金 (jiǎngjīn) - Bonus. The financial reward often tied directly to achieving good `绩效`.