你是否没有为你团队成员设定清晰有意义的目标呢?清晰的目标就是指模糊的目标不具有的,具体的,可衡量的,可达到的,并且有具体期限等特性的目标。
Do you tend to withhold negative feedback for fear of upsetting or alienating someone?
你是否因为害怕打扰或疏远别人就忍住没有给出负面的反馈呢?
When you do deliver negative feedback, do you find yourself softening it?
当你想要给出负面的评价时,你会让自己变得委婉吗?
Do your bosses or fellow managers perceive you as soft and overly accommodating?
你的老板和同事是否认为你是一个过分宽松和温和的人?
Do the people who work for you have a tendency to rest on their laurels when they do succeed (for instance, do they think that good work is enough, no striving for the next goal)?
你的员工是否在取得成绩后就想要安于现状?(比如,他们是否认为现在的工作已经足够好,不用再为下一个目标争取了?)
If you find yourself answering “yes” to three or more of these questions, you might be suffering from Nice Boss Syndrome. In that case, it’s time to change your ways. If you want to be respected, not just liked:
如果你发现自己回答了三个,或者更多的“是”,你可能已经患上了好老板综合症了。那么是时候改变你的方法了,如果你想受人尊敬,做到以下这样:
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