Keep an “expectations logbook”, laying out performance expectations for each of your staff, your ongoing daily observations about their performance, and any actions you’ve taken to enforce your expectations.
记录你的“期望日志”,为你的每位雇员设定期望值,记录你日常对他们的观察和执行你期望的行为。
For each of your reports, revisit the goals you’ve set. Are they ambitious or aggressive enough? Are they clear and quantifiable? Don’t downgrade just because someone failed to meet a goal.
对于你的每份报告,都要回顾你设定的目标。是否足够积极远大呢?是否足够清晰并可量化呢?不要因为一些人达不到目标就把目标降级。
Is there a way to “gamify” performance expectations and make them public or transparent among your team? Doing so might foster healthy competition while making it harder for you to wiggle out if you need to hold people accountable.
在你的团队里是否有一种“游戏化”的方法去量化每个成员的表现并且使团队更公开透明?这样做会促使一种良性竞争在你想追究责任的时候,很难有人轻易逃脱(惩罚)。
Practice delivering negative feedback: Avoid emotion and stick to the facts; flag that negative feedback is coming so it’s not a surprise; focus on how to do it better next time rather than just critiquing the past.
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