绩效面谈的八管理大技巧(国外英语资料).docVIP

绩效面谈的八管理大技巧(国外英语资料) 1, support When you are in a non threatening and inspiring way to provide feedback, the feedback can be heard and accepted. This means that when you give feedback, to do without emotion, and calm. Inspiring feedback not only concerned about the past, also has a forward-looking and clear goal, which is to help the employees to improve future performance. 2, direct Sometimes we feel that negative opinion is not too comfortable, whenever this time, we can easily do that, or shilly-shally bush. This is not good. In the interview, the more direct the better. Direct means you should not only tell each other what the performance is not good, but also to tell you the reason, let them see that you are really help him improve his performance, rather than blame and scold. 3, concrete When the feedback information of the detailed and specific, and contains can provide a reference or basis of facts, the most effective feedback. “ you are on the phone fast enough ” this feedback is not a specific information. If you can point out each other in which one who received the phone not fast enough, the effect will be much better. This is the reason why the performance record. 4, describe the behavior The interview should pay attention to the staff to do and he can control factors, personality, attitude and staff can not be away from the control factors. If you think its a problem of employee attitudes and behavior, then talk about this attitude, rather than from the attitude about itself. 5, dont let people can not accept People accept before reaching the limit, can only absorb a small part of the feedback information. If you provide too much information, so that employees can not accept, then they will not listen. 6, consider the time schedule People are willing to accept feedback information, sometimes is not willing to. For example, if the employee is angry, tired, hungry or nervous state, this may not be the best time to do the performance interview. The same al