ppt课件-performance management- western carolina university（绩效管理-西卡罗莱纳大学）.pptVIP

Performance Management Getting at the cause of inadequate performance Performance Managing Constructive Criticism Be descriptive rather than evaluative. Describe your reaction without being judgmental. Give the party freedom to accept or reject your reaction. Be specific. Don’t generalize from a sample of one or two instances. For example, instead of saying “You dominate and intimidate others,” you might say, “At the meeting I felt you came on pretty strong when you…” Constructive Criticism Address the needs of the person you’re correcting. Maintain their self-esteem and personal worth. R