管理技巧之辅导.ppt

* Explain that despite one’s best efforts there may be times when people don’t meet the expected performance standards. Those are times when you have to be able to provide corrective feedback. Focus on the goal of corrective feedback: eliminate behaviour, but keep the employee The coach must be concerned with helping the employees perform better. Bring the performance problems to the attention of employees is part of being a supervisor. B= Behaviour, what the employee is doing or not doing that is unacceptable E = Effect, Why the behaviour is unacceptable, how it hurts productivity, bothers others, etc. E = Expectation, What you expect the employee to do or not do to change R = Result, What will happen if the employee changes (positive tone) or the consequences of this behaviour continuing (Negative tone) Conduct the feedback evaluation summary Using 80/20 rule Give positive feedback to their people based on the list they developed Give corrective feedback to resolve a current performance problem 讓员工知道自己的问题是主管的职責 * * 作者的意思是: 接受反馈是成功之始 * 问卷里的问题正是观察员工表现 要注意的地方。 * Once goals have been established, you can begin to track performance. Other alternative methods of tracking performance over time: Computer reports, Graphs Bar Charts Comparison reports The graphs are one of the best ways to see performance at a particular point in time and to be able to compare that performance with previous time periods. The graph has the goal on one axis and the time period on the other anis. Plotting the performance over time allows the coach to me * Develop tracking system can be used to measure performance over time. Before tracking performance, goals and objectives have to be established. One way to do this is to have an MBO (Mgmt by Objectives) system or process. * An important part of the coaching process is to: Recognize employee behaviour during various growth stages Adjust the leadership style to meet the particular needs of the employee during tha