“要是他们再也不跟我彻底讲清楚我怎样才算完成了工作,那该怎么办?”我就知道会有人这么说!要是出现这样的情况,你们就坐下来,自己起草一份工作绩效标准,然后请他们过目,同时作出评价。无论如何,如果老板或人事部门不能为你提供明确的绩效标准,你们自己就要承担起责任,确保这些标准得到确立。你们要采取主动,而不是“默默忍受”,要通过这样的行动来展示自己的责任感。你们具有领导力吗?那就采取主动吧。
Remember:you don’t get what you deserve, you get what you negotiate.
记住:所得并非所值,有所求才会有所得。
2. Send Your Boss a Written Copy of Your Performance Goals and Success Criteria
2. 给老板一份书面绩效目标和完成工作的标准
Once you have agreed crystal clear performance goals and benchmarks with your boss, send them a copy via email and be sure to keep a copy posted in your workplace where you can see your goals every day. Let your boss know you are committed to achieve these, and more, and you will stay focused on the agreed goals. Refer to your goals several times a day and make sure you organize around priority work that will lead to achieving your goals. (See my previous Fortune China article onSwallowing 3 Frogs.)
跟老板一清二楚地商定了绩效目标和标准后,用电子邮件给他们发一份,同时一定要在自己工作的地方贴一份,以便每天都能看到自己的目标。让老板知道你决心实现这些目标,而且一定要专注于这些你和老板商定的目标。每天多看几次,确保自己先做那些能让你实现这些目标的重要工作(参见此前我在财富中文网上发表的文章《时间管理是空话,集中精力吃青蛙》)。
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