But a job description is not enough to clarify “What specific results is the boss expecting from me in the next 12 months and over the longer term?” To get that level of clarity requires a Goal Setting Conversation. Sometimes such a conversation happens as part of the company’s Performance Management process, if such a process is in use. Often, these conversations never happen at all. Without clearly defined performance expectations, written in black and white, how are you going to get a fair evaluation of your work? You won’t! You will have zero leverage to manage their perception of your performance. And its likely you will end up frustrated.
但职位描述并不足以说明“今后12个月以及更长时间内老板对员工的具体绩效有什么样的期望?”要明确这样的问题,员工和老板就得针对工作目标进行探讨。有时,如果公司制定了绩效管理流程,这样的对话就会成为这个流程中的一环。很多情况下,老板和员工从来都不探讨这些问题。在没有明确绩效预期,更没有白纸黑字写下来的情况下,你们怎么去公平地评价自己的工作呢?做不到!你没有任何办法来左右老板对你工作表现的印象。到最后,你很可能会成为失意的人。
If you don’t have such crystal clarity, I urge you to request a Goal Setting Meeting with your boss and insist on clarifying:
如果没有把这个问题讲得明明白白,我建议你们马上要求跟老板开个会,确定绩效目标,而且你们要坚持明确以下问题:
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