手把手企业管理咨询

HAND IN HAND ENTERPRISE MANAGEMENT CONSULTING 运营绩效落地上门辅导

运营绩效落地上门辅导

实践者与推动者 助力企业健康持续成长

济南企业业绩增长 咨询电话:
18621350099
资讯中心资讯中心


资讯中心

News & Trends
资讯中心
公司动态
行业资讯
常见问题
公司动态 当前位置: 首页 > 资讯中心 > 公司动态

绩效辅导五个原则你了解吗?

发布时间:2021-02-11 15:56:59 作者:手把手 文章来源:https://www.cclsbs.com 浏览量:

一:及时追踪的原则

1: The principle of timely tracking

员工下去工作以后及时追踪,别耽搁,我们经常说的有一句话,叫追踪大于激励,要追踪。

When employees go down to work, they should track in time. Don't delay. We often say that tracking is greater than motivation. We should track.

二:改进指标的原则

2: Principles of improving indicators

只有及时地去辅导,才能发现问题,发现问题了以后,那么员工指标去做的过程中间,我们才能够提升,才能够改进。

Only when we give timely guidance can we find problems. When we find problems, we can improve our employees' indicators in the process of doing them.

             绩效辅导五个原则你了解吗?(图1)

三:过程优胜的原则

3: The principle of process excellence

过程重于结果,因为通过绩效辅导本身就是一过程,那这过程控制好了,结果自然而然就会有好的结果。

Process is more important than result, because performance coaching is a process in itself. If the process is well controlled, the result will be good.

如果过程你控制不好,它不会有好的结果,今天我们反复强调这问题。

If you can't control the process well, it won't have a good result. Today we have repeatedly stressed this problem.

四:持续沟通原则

4: Principles of continuous communication

制定目标的时候跟员工就开始沟通了,指标分解,权重设定,都要跟员工进行沟通,包括绩效计划,包括绩效辅导,包括绩效监控,后期的绩效面谈都在沟通,这沟通是持续的,从开始到结束,中间不间断的。

When setting goals, we start to communicate with employees. We need to communicate with employees in index decomposition and weight setting, including performance plan, performance guidance, performance monitoring and later performance interview. The communication is continuous from beginning to end.

五:绩效伙伴原则

5: Performance partnership principle

因为我们的工作,不是靠我们一管理者能完成的,而是你整团队。公司对你的考核标准,也是团队的绩效,而不是你人绩效。

Because our work is not done by a manager, but by your whole team. The company's evaluation standard for you is also the team's performance, not your personal performance.

我们在绩效中间,大家要学会善假于物,因为你和常人没什么不同,你和员工没什么不同。要把员工当成我们的绩效伙伴,要善于运用他们,借助于他们的力量达到我们的绩效目的.

We are in the middle of performance, we should learn to be good at things, because you are no different from ordinary people, you are no different from employees. We should regard our employees as our performance partners and use them to achieve our performance goals


上一篇 : 企业薪酬管理缺陷大,有什么不足吗?


TAG:绩效薪酬咨询辅导,济南企业目标运营,济南企业管理咨询,济南企业业绩增长,济南企业战略规划,济南激励机制系统