The core role of performance management strategy is to stimulate employee potential, improve team collaboration efficiency, and ultimately promote the realization of corporate strategic goals. However, problems with traditional performance evaluation methods limit the effectiveness of performance management strategies. In order to solve these problems, this paper proposes a performance management strategy based on big data technology, aiming to evaluate employee performance through a more comprehensive, scientific and objective method, thereby optimizing the performance evaluation system, improving employee incentives and accurately implementing corporate talent development strategies. The study first establishes a performance indicator system to identify quantifiable, specific and clear indicators that can reflect employee performance, such as sales, order volume, and customer satisfaction. Then, the study collects employee performance data including work records, customer feedback, and supervisor evaluations and excludes outliers and fills in missing values to ensure the accuracy and reliability of the data. The study uses the naive Bayes classifier to classify high-performance talents through data input, identify employees’ work highlights and problems, and understand their performance status. Finally, the study formulates scientific and efficient management strategies for talent introduction and appointment based on the data analysis results. Experimental data shows that after the implementation of the performance management strategy, employees’ sales improvement rate increases from an average of 21.7% before implementation to an average of 24.4% after implementation. The average delivery time also shows a significant improvement in delivery efficiency. In terms of customer complaint rate, the average customer complaint rate after implementation decreases from 3.056% before implementation to 1.636%. This downward trend indicates that customer satisfaction has improved, but at the same time, the standard deviation after implementation decreases from 0.66% to 0.41%, indicating that the performance management strategy has also achieved results in improving service consistency. Overall, the performance management strategy has achieved positive results in improving employee performance.