怎樣和老板談績效考核

1、怎樣和老板談績效考核Whenyouwalkintoyourbossofficeforyourperformancereview,youneedagameplan.Documentingyouraomplishmentsisagoodstartingpoint.Butjustasimportant,youneedtoknowhowtoeoutofthemeetingwiththeinformationyouneed.當(dāng)你走進(jìn)老板辦公室談?wù)摽冃Э己藭r，你需要準(zhǔn)備好策略。展示你的成績會開個好頭。 但是同樣重要地是， 你需要知道如何從考核中獲得需要的信息。Expertsofferthesetipsfo

2、rhandlingthissometimestrickyconversation:下面是專家們提供的建議， 用于應(yīng)對這種有時難以處理的談話：*Askquestions.提問Alwayspressfordetails,saysGailGinder,anexecutivecoachwiththeClarosGroup.Claros集團(tuán)的執(zhí)行教練GailGinder說，永遠(yuǎn)都要努力去獲得細(xì)節(jié)。Ifyourbosssaysyouredoingagreatjob,thiscouldmeanyoureabouttobepromoted.Itcouldalsomeanthatyourperformancei

3、sjustOK,butyourbossdidntwanttotakethetimetodoamorethoughtfulreview.Tofindoutwhichisthecase,askfordetails.Whataspectsofyourperformancestandouttoyourboss?如果老板說你做的很好，這也許意味著你將要被提拔，也可能意味著你的表現(xiàn)一般， 但是你的老板不愿意花時間來進(jìn)行更仔細(xì)的評估。要知道到底是哪種情況，問一問細(xì)節(jié)。老板覺得你哪方面表現(xiàn)突出?Askingquestionsbeesevenmoreimportantwhenthereviewisnegativ

4、e.Oftenfeedbackisgivenwithoutspecifics,Gindersaid.Askforspecificexamplesoftimeswhenyourperformancedidntmeetexpectations.Thenask,Andwhatwouldgreatperformancehavelookedlike?Whatwouldyouhavewantedmetodointhatsituation?如果評價消極的話，提問就更為重要了。Ginder 說：“往往評價反饋中沒有細(xì)節(jié)。 要問具體什么時候你的表現(xiàn)沒有達(dá)到期望。然后問好的表現(xiàn)是怎樣的？在那種情況下你希望我怎么做

5、?”*Tellyourstory.講講自己的理解Ifyoudisagreewithyourbossassessmentofyourperformance,askifyoucantellyoursideofthestory.如果你不同意老板對你表現(xiàn)的評價，問一問能否談?wù)勀阕约旱睦斫狻ay,Ihaveadifferentperspectiveonthissituation.Wouldyouliketohearit?Gindersaid.Makesureyourtoneofvoiceisnotdefensive.Youwanttomakeyourbosscurious,notannoyed,abo

6、utwhatyouhavetosay.Thenexplain,calmly,whyyoudidntmakethechoiceyourbossnowsaysyoushouldhave.Ginder說：“可以這樣說我對這個情況看法不一樣。你想聽聽嗎？”不要帶著自衛(wèi)的語氣?！澳闶窍胱屪尷习澹▽δ阋f的）感到好奇”，而不是生氣。然后，鎮(zhèn)定地解釋為什么沒做出老板認(rèn)為本該做出的表現(xiàn)。Dontfeelyouneedtogiveanexplanationlikethisineverycase,though.Itsperfectlyfinetosay,Ihadntlookedatitthatway.Idlike

7、totrythatnexttime,Gindersaid.但不要認(rèn)為你需要解釋每件事。Ginder 說：“完全可以說，我不是這么看。下次再試試看?！?Playitbyear.見機行事Itsgenerallyagoodideatodiscussyourfuturewithyourbossatyourreview.Butifyoureblindsidedbycriticismofyourperformance,itmaybebettertosavethatforanotherday.通常在考核面談中和老板討論你的未來是一個好主意。 但是如果沒料到遭到的是批評，那么也許最好留到以后再談。Onlyha

8、vethebig-picturediscussionaboutwhereyouwantyourcareertogoifyourreviewisgoingwell,saidJaScarboroughCivitelli,founderandpresidentofBridgewayCareerDevelopment.BridgewayCareerDevelopment 創(chuàng)始人、主席 JaScarboroughCivitelli說：“只有在你考核順利時，才該討論關(guān)于職業(yè)方向的大局?！?Dontsweatthesmallstuff.不要面面俱到Y(jié)oudonthavetoexplainordiscusse

9、veryminorimprovementyourbossthinksyoucouldmake.不需解釋或討論老板認(rèn)為你該做出的每一個微小改善。Thekeyistoknowwhentheissueissomethingthatcouldputyourjoborpromotionprospectsatrisk.Onceagain,thebestwaytofindoutistoask. 關(guān)鍵是知道哪些情況下某件事情會危及你的工作或提拔。同樣地，最好的方法就是詢問。Gindersuggestssayingtoyourboss,Ineedalittleperspectivehere.Howserious

10、isthis?Ginder建議人們對老板說：“我需要了解具體情況，這有多重要？”*Followup.事后跟進(jìn)Ifyouaresurprisedbyanegativereviewandwantsometimetoreflectb eforediscussingit,askyourbossformoretime.Yourbossknewitwas ing,Civitellisaid.Youmayhavetosay,Ineedsometimetothinkaboutthesethings.如果業(yè)績考核的負(fù)面評價讓你感到驚訝，想在討論之前有段時間反省的話， 那就要求老板給你更多的時間。 Civitelli說：“你的老板早會料到會出現(xiàn)這個情況。你也許得說我需要一些時間考慮這些事情?！盜fyourbosswantsyoutoimproveyourperformance,askifyoucantalkagaininafewweekstoseeifyouresueeding.如果你的老板希望你改善工作表現(xiàn)，那么問一問能否幾周后再談?wù)?，看看到那時你的工作表現(xiàn)是否有所改善。Insomecases,ifyourreviewisverynegativeandyoufeelitsunfair,youmaywant