績效管理,上下同心者勝(上)

{"type":"doc","content":[{"type":"blockquote","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"strong","attrs":{}}],"text":"績效制定的過程不是上傳下達,而是要雙方商討,互相補充,最終達成一致 @一笑","attrs":{}}]}],"attrs":{}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"團隊的目標要落地,就要落實到每個成員的個人績效上。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"接下來理一理績效管理的基本思路,主要包括了績效制定、績效跟進、績效評價和反饋。","attrs":{}}]},{"type":"blockquote","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"碰到很多新手管理者,最頭疼的就是績效管理","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"不知道怎麼定,更不清楚過程怎麼跟,跟員工一談績效就崩","attrs":{}}]}],"attrs":{}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"這篇文章重點分享制定績效的基本思路,管理者如何給自己團隊的員工定績效。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"heading","attrs":{"align":null,"level":1},"content":[{"type":"text","text":"一、績效制定","attrs":{}}]},{"type":"codeblock","attrs":{"lang":null},"content":[{"type":"text","text":"績效內容包括哪些呢?\n崗級不一樣的員工,績效有什麼不一樣呢?\n制定過程要注意什麼呢?","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":" ","attrs":{}}]},{"type":"heading","attrs":{"align":null,"level":2},"content":[{"type":"text","text":"1 績效定什麼","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"績效制定至少包含業務績效、成長績效、價值觀要求。業務績效是成果,成長績效是塑造團隊,價值觀要求是倡導的工作文化,缺一不可。","attrs":{}}]},{"type":"heading","attrs":{"align":null,"level":3},"content":[{"type":"text","text":"業務績效","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"業績是你團隊價值的體現,肯定是績效制定的重點。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"不一樣崗級的員工,績效中核心的業績的難度和比例是不一樣。","attrs":{}}]},{"type":"blockquote","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"一個初級的開發者,可以獨立負責簡單的需求開發就算合格了。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"高級或資深的開發者,要能夠統籌協調整個複雜需求的交付過程,可能纔是合格。","attrs":{}}]}],"attrs":{}},{"type":"heading","attrs":{"align":null,"level":3},"content":[{"type":"text","text":"成長績效","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"員工有自己的成長訴求,他會關心在這個團隊中自己能夠學到什麼。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"管理者對員工有成長的要求,你會思考未來的工作目標需要發展員工的哪些技能。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"所以,績效中有一定比例的成長目標,可以很好地驅動一部分願意成長的員工作積極性。","attrs":{}}]},{"type":"blockquote","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"那麼成長績效到底是哪些內容呢?可以思考以下幾個點。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"1 結合崗級要求來明確成長期望。比如他現在是初級的,培養他朝中高級的方向去發展。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"2 結合團隊的梯隊建設。是否要把他做爲骨幹培養。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"3 員工個人訴求。員工想做大數據的研發,給他經理的崗位是沒辦法打動他的,成長里加入大數據方面的研究成果,反而激發了熱情。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"4 你期望他改進的地方。比如上個季度的績效短板,在這個季度的改進點。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"績效中的成長目標占比可以不用太大,比如5%-10%,新員工可以高一些。","attrs":{}}]}],"attrs":{}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"strong","attrs":{}}],"text":"當業務壓力比較大的時候,往往忙於業務開發和救火,管理者會忽視人員的成長。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":" ","attrs":{}}]},{"type":"heading","attrs":{"align":null,"level":3},"content":[{"type":"text","text":"價值觀要求","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"價值觀是凝聚團隊的基石。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"希望你的團隊有怎樣的思考和行爲方式?哪些是你提倡的行爲,哪些不提倡?","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"記錄下來,變成行爲描述,就是你團隊的價值觀。","attrs":{}}]},{"type":"blockquote","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"這部分如果公司沒有要求,定到績效會比較難,只能通過其他的管理手段來塑造。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"有的公司會把價值觀納入考覈的比例,比如阿里是50%,價值觀考覈不合格,直接不合格。","attrs":{}}]}],"attrs":{}},{"type":"heading","attrs":{"align":null,"level":2},"content":[{"type":"text","text":"2 需要哪些信息","attrs":{}}]},{"type":"heading","attrs":{"align":null,"level":3},"content":[{"type":"text","text":"公司政策","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"熟練掌握公司績效政策,正確、正向地傳遞給你的團隊。","attrs":{}}]},{"type":"blockquote","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"公司出了一個361政策,就是30%優秀良好,60%合格,10%不合格。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"政策剛出的時候,上下哀嚎,一片罵聲。因爲公司原來是沒有不合格這一說的。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"很多管理者也很爲難,說不出、不敢說,甚至跟員工一起抱怨。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"最終大家陷入恐慌。","attrs":{}}]}],"attrs":{}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"管理者自己對績效政策不認同,跟員工一起抱怨,這樣的做法是很危險的。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":" ","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"掌握公司的職級要求,才能正確地制定各個職位等級的評價標準。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"不同職級的員工,績效的要求和評價標準是不一樣的。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"相同職級的員工,纔可以橫向比較,優秀的員工可以給他們定挑戰目標。","attrs":{}}]},{"type":"blockquote","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"strong","attrs":{}}],"text":"剛上任的管理者往往容易犯迷糊。經常會拿着同一個標準去衡量同一個結果。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"感覺這個人做的比較快,推進也不錯,就覺得他很好,給他的評價一直很高。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"卻忽略了他崗級和薪資也比別人高很多,這只是他應該達到的“合格”要求。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"新人在這個團隊中會處於劣勢,不利於團隊的健康發展。","attrs":{}}]}],"attrs":{}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":" ","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"以公司制定的職級要求爲基礎,結合團隊實際來定義和解讀。","attrs":{}}]},{"type":"blockquote","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"同樣是研發崗,不同的團隊在具體的能力要求方面肯定會有很大的差異(比如go、java、c)。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"管理者去梳理並傳遞給團隊,把抽象的要求,變爲工作中能夠實際關聯的場景。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"才能把標準,深深地印到員工的腦袋裏。","attrs":{}}]}],"attrs":{}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":" ","attrs":{}}]},{"type":"heading","attrs":{"align":null,"level":3},"content":[{"type":"text","text":"員工的信息","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"strong","attrs":{}}],"text":"掌握員工上一個考覈週期的績效表現。","attrs":{}},{"type":"text","text":"業績成果、學習成長、與上下游的協作、價值觀等。","attrs":{}}]},{"type":"blockquote","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"上一個績效週期的短板,往往是下一個績效週期的“成長要求”,幫助他去提升。","attrs":{}}]}],"attrs":{}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"strong","attrs":{}}],"text":"瞭解員工的基本情況。","attrs":{}},{"type":"text","text":"員工的能力水平、經歷、性格、愛好、訴求等。","attrs":{}}]},{"type":"blockquote","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"正如前面章節講到的溝通視窗,擴大與員工的“開放區”,才能建立更多的信任。","attrs":{}}]}],"attrs":{}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":" ","attrs":{}}]},{"type":"heading","attrs":{"align":null,"level":2},"content":[{"type":"text","text":"團隊目標的分解","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"團隊的業務目標如何分解,給誰做,管理者心裏要先有個譜。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"給成員定績效的時候,能夠講明白跟團隊目標的關係,爲什麼這個季度做這個事情。","attrs":{}}]},{"type":"blockquote","content":[{"type":"paragr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績效制定過程的關鍵點","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"績效制定的過程可以靈活多變,但一定要讓成員充分參與。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":" ","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"1) 讓成員對績效有自己的思考","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"成員先思考要制定的績效重點,包括業績重點、成長/提升重點。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"雙方再約一起討論績效,就會更聚焦。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":" ","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"2) 儘可能單獨一對一地面談","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"給員工創造一個相對安全的面談環境,雙方一起來探討以下的問題:","attrs":{}}]},{"type":"bulletedlist","content":[{"type":"listitem","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"關鍵要攻關的業務目標是什麼,子目標或里程碑是什麼,評價標準是什麼,佔比多少?","attrs":{}}]}],"attrs":{}},{"type":"listitem","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"個人的成長目標是什麼?要怎麼行動?","attrs":{}}]}],"attrs":{}},{"type":"listitem","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"團隊堅持的價值觀是什麼,重點要做哪些提升(如果他價值觀非常好,這部分可以省略)","attrs":{}}]}],"attrs":{}}],"attrs":{}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"zerowidth","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"3) 確認達成一致","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"每條績效指標的內容、比例、考評標準,都是要確認達成一致。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"strong","attrs":{}}],"text":"績效制定的過程不是上傳下達,而是要雙方商討,互相補充,最終達成一致。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":" ","attrs":{}}]},{"type":"heading","attrs":{"align":null,"level":1},"content":[{"type":"text","text":"四、總結","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"員工績效制定的過程,也是目標拆解、宣導達到上下一致理解的過程。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"不管用什麼績效工具,能做到理解一致,就可以達成行動一致。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"最終上下同心,共同爲團隊目標而戰鬥。","attrs":{}}]},{"type":"blockquote","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"1 重點的績效內容不僅僅是業績指標,還有成長績效和價值觀要求。讓成員既可以做事,還知道怎麼樣做成事。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"2 對政策、人員的信息要掌握,靈活結合每個人的特點制定更有效的績效。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"3 績效是你和員工雙方達成一致的結果。","attrs":{}}]}],"attrs":{}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":" ","attrs":{}}]},{"type":"heading","attrs":{"align":null,"level":1},"content":[{"type":"text","text":"技能小貼士","attrs":{}}]},{"type":"heading","attrs":{"align":null,"level":3},"content":[{"type":"text","text":"不同級別的員工怎麼定不同的績效?","attrs":{}}]},{"type":"blockquote","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"同樣一件事情。初級、中級、高級的人員,完成的“合格”標準差別是很大的。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"初級的開發者,能夠完成簡單的需求開發,是合格。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"如果很好地完成了複雜需求的開發,就是良好。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"還能統籌需求的整個交付過程,就是優秀。","attrs":{}}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"高級開發者,他做到了複雜需求的整個交付過程,可能只是合格。","attrs":{}}]}],"attrs":{}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}}]}
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