別再用舊觀念談績效管理!好主管該擁有的8種新思維,打造高效率團隊

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你唯一能改變的是你自己,但往往那就足以改變一切。
The only thing you can change is yourself, but often it is enough to change everything.

--蓋瑞•高斯坦(Gary Goldstein) 美國作家

〉〉看更多

 


別再用舊觀念談績效管理!好主管該擁有的8種新思維,打造高效率團隊

近年許多大企業都慢慢在捨棄績效管理制度,如奇異(GE)、微軟(Microsoft)等,他們漸漸廢除傳統一年一度的績效管理,改為更頻繁且即時的回饋方式。

面對此一現象,目前致力於解決績效管理問題、兩度被《管理顧問》雜誌(Consulting)評選為年度「25位頂尖企管顧問」的譚拉.錢德勒(M. Tamra Chandler)在其新作《別讓績效管理毀了你的團隊》指出,傳統績效管理制度受到大家厭惡的理由如下:

.沒有任何科學證據能實證傳統績效管理制度能提升員工表現
.傳統績效評估制度會降低個人對意見反饋的接受度,也會讓對話雙方無法坦誠以對
.把焦點放在缺陷,而不是強項,但人類天生就會聚焦在負面事物上,所以沒有人會記得你的優良事蹟
.公司體制或組織的狀況,其實對個人表現有深遠的影響,但績效考核把重點放在個人,忽略了其他影響表現的因素
.主管不是機器,在衡量表現、評分時,根本做不到公平與標準化
.把人拿來做比較,會消弭合作文化
.外在激勵工具(如獎金)難以取代「做自己真心喜歡的事」帶來的滿足感

傳統績效管理成效不彰眾所皆知,但為何企業還是普遍存在著考核制度呢?以譚拉.錢德勒在業界長期的觀察,原因不外乎:高層不願意改變既有的做事方法、不確定如何全面改善績效管理制度……。

確實,目前並沒有一套新制度能完全套用所有企業,GE與微軟等知名企業的改變,也都還處於摸索階段,但他們已經踏出改變的第一步。譚拉.錢德勒指出,主管若想讓員工靈敏、投入又敬業,就必須改變過去看人的方式,跳脫過往的舒適圈,用新的觀念重新看待績效管理。

1. 敞開大門,資訊透明

先問你幾個問題:「你的團隊成員能描繪出績效與薪水間的關係嗎?」「他們知道自己怎麼做才能再升一級嗎?」「他們知道自己過去的績效評估怎麼做嗎?」如果上述問題你都無法真心回答「是」,那就代表你的員工無法完全理解績效管理制度。

假如你希望員工在面對改變時能迅速反應、自動自發,就必須讓他們知道現在發生什麼事,清楚知道公司的想法,才能了解自己的表現和其他事物的關聯性,進而追求卓越。也就是說,你不能死守一堆祕密,給員工想要也應得的知識、資訊與觀點吧!

2. 把方向盤交給員工

頂尖員工不希望你教他做事,而是期待你告訴他組織要往哪裡走。身為領導者,你的工作之一就是形塑公司文化…詳全文

 

 

擺脫相互卸責、沒人行動的文化,美國百年汽車大廠從破產邊緣走向復甦

通用汽車原本是在美國最受人尊敬的企業,但近數十年來它不斷往下沉淪、趨近破產邊緣,需要政府救助。2014年瑪麗·巴拉(Mary Barra)走馬上任擔任執行長至今,厄運不斷,企業再老、市場再穩固都有面對衰退、倒台以及挑戰的一天。這位百年企業的首位女性領導人,臨危受命,外界都在看她會如何翻轉老店命運,讓通用汽車東山再起。 …詳全文

 

你的人生,究竟要什麼?一位百萬暢銷作家的體悟

有時候我會問自己「現在的工作做起來快樂嗎?」「你滿意現階段自己的表現嗎?」是為了提醒自己不要成為追求「這樣就好」的人,不能安逸於能夠偷閒,卻毫無成長的生活或工作狀態。而這些自省,都來自於知名作家林真理子(Hayashi Mariko)在《野心的建議》所分享的人生體悟 …詳全文

 
 
 
 

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