目标设定方法

团队目标设定与分解方法 #生活技巧# #团队建设技巧# #团队培训教程#

Hints for an Effective Discussion 进行有效讨论的提示

 Agree on a mutually acceptable time, and give sufficient notice. This is to allow both you and the employee to have adequate time to prepare. Prepare the Appraisal Talk form in draft and forward also an empty copy of the Appraisal Talk form to the employee prior to the meeting. 商定一个双方都能接受的时间，并尽

早通知。这是为了让你和员工有足够的时间来准备。在面谈前，准备一份草拟的评估面谈表，并给员工一份空白表格。

 Allow adequate time for the appraisal. Approximate 1.5 – 2 hours is recommended. Avoid being hard-pressed for time or arrange a meeting / discussion that is very close to the appraisal talk session. Try to avoid time that implies low priority like last thing on a Friday.需有足够的时间进行评估。建议1.5--2

小时左右。避免时间紧迫，或将会议/讨论的时间安排在面谈前后。尽量避免位置靠后的时间，如:星期五的最后一件事。

 Choose a neutral setting and free from any disturbances. For example, mobile phone should be switched off. 选择一个空档，不受任何的干扰。例如，应关掉移动电话。

 Let the employee take the lead. It is particularly important to let the employee take the lead in assessing performance when you are discussing problems. You should encourage the employee to actively identify development needs/problems and generate solution. Often, when given the lead, the employee will identify problems himself/herself 让员工当主角。当你们在讨论问题时,让员工在绩效评估中当主

角尤为重要。你应该鼓励员工积极识别发展需求/问题及其产生的对策。很多时候，让员工当主角，员工会自己找出问题。

 Invite feedback and ask for help. Ask the employee what is going on, especially concerning the nature and causes of performance problems. Invite feedback on how you could help the employee to do a better job. 征得反馈并寻求帮助。问问员工是怎么回事，特别是关于绩效问题的性质和原因。征得反馈,看你如何可以帮助员工把工作做得更好。

 Catch the employee doing something right. Look for opportunities to praise strengths and achievements. Positive feedback is the major factor in increasing motivation and improving morale.让员工做正确的事。找机会赞扬他的优点和业绩。积

极的反馈意见是增加动力和提高士气的主要因素。

 Provide reinforcement and recognition. Find opportunities to support the good work and new idea of the employee. Let the employee know that their work is important to you and the business. Ask what type of reinforcement and recognition they value.提供支援和认可。找机会来支持员工的好工作和新思路。让员工知道他们的工作对你和公司业务都是很重要的。询问他们看重什么样的支援和认可。

 Listen carefully and check understanding. Give the employee time to respond to your questions. When the employee is finished, paraphrase their statement so they know what you have heard. Ask for confirmation and a summary of what you have agreed on. 细心聆听，并确认是否理解

所听内容。给予员工时间回答你的问题。当员工完成讲话后，复述下他们的说话内容，这样他们就能知道你听到了什么。要求对方确认，并简要总结你的意见。

 Focus on the behavior, not the person. When you discuss a problem, if you blame a person or team you usually get a defensive, hostile response. Instead, state in a descriptive, non-personal way that a problem exist, and then describe the problem. 关注行为，而不是人。当讨论某个问题时，

如果你责怪一个人或一个团队，你通常就会得到一个自卫性的，敌对的回应。而我们应客观的描述一个问题的存在，然后说明问题。

 Be specific. Describe both ineffective and effective behavioral pattern in detail, providing specific examples and illustrations. Be sure that the employee receives feedback on things that they can do something about. 具体。详细描述无效的和有效的行为模式，

提供具体的例子和说明。确定员工能得到有建设性的反馈意见。

 Respond to the employee’s feedback. As the appraisal is a two-way conversation, it is essential that you listen to the employee’s thoughts and reactions. The appraisal process will leave the employee in no doubt as to what the manager thinks, but for the meeting to be a success, both parties need come to a mutual understanding of the employee’s performance. It is encouraged that the manager must actively listen to the employee. 回应员工的

反馈意见。评估是一个双向的对话，所以倾听员工的想法和反应是十分重要的。毫无疑问考核过程中员工会接受经理的想法，但为了面谈的成功，双方需要对员工的绩效有共同的认识。经理必须积极听取员工的意见。

 Discuss solution and agree on an action plan. Invite the employee to join in mutual problem solving. Ask for suggestion and be creative. Make sure agreements are clearly outlined. Plan exactly what action will occur, who will do it as well as how and when it will be done. Establish follow-up discussion to check on progress. 讨论解决方案，并在行动计划上

达成一致。让员工参与到共有问题的解决中来。征求建议，并富于创造性。确保协议被明确阐述。计划好该采取什么行动，谁来做，如何及何时行动。开展后续讨论来检查进展情况。

 Reinforce praise and ending on a positive note.

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