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The 12 Rule Helps Companies Improve Their Performance.

2014/5/6 14:42:00 39

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how to improve the performance of employees is a challenge for every manager.

Below we give some experiences and suggestions, hoping to enlighten managers (Manager):

1.

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employee performance is not good. Managers often look for reasons from their employees. In fact, they should also reflect on whether managers have their own problems in the use of personnel, and whether they have used their strengths to develop their expertise.

If people are not good, it is difficult to achieve good performance.

To achieve good performance, employing talents is the first.

Do not arrange a dog to climb a tree, and then blame it for not climbing well because dogs are not good at climbing trees. Even a good dog can hardly climb trees well, but we should review whether we should arrange an ordinary cat to climb trees.

2, strengthen training.

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through training, employees' performance can be improved, and the performance of departments and the whole organization can be improved.

It needs to be pointed out that training is not made when problems arise, or training for employees who think the company has problems.

Or, like some companies, they only train excellent employees.

In fact, the company's training should be carried out in a long-term, continuous and planned way according to the needs of the enterprise.

strong > 3, clear objectives.

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have we clearly told employees whether their work should be sales volume first or service first or profit priority or three considerations?

If employees do not have clear objectives, they are usually confused, hesitant and have no sense of direction. Of course, their work efficiency will be affected. At the same time, because employees do not get clear target guidance, the direction of their efforts is different from what the company hopes to achieve.

4, establishing performance standards.

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clear performance standards can make high performance employees feel fulfilled and know that they have met or exceeded the requirements of the company. This achievement incentive effect is obvious to higher level managers or professionals.

A clear performance standard enables employees who are not up to standard to have an effort to understand their differences with others, so as to motivate their work and work hard to complete their work targets.

Note: clear performance standards must be the basis for the company's remuneration so as to ensure the effectiveness of incentives.

5, timely monitoring performance appraisal.

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the assessment cycle can be one month, one quarter or one year.

However, monitoring should be carried out anytime and anywhere.

If monitoring is not timely, of course, no comprehensive and objective first-hand information can be obtained.

It is very easy to lead to the phenomenon of performance before appraisal, which makes "smart people" empty and unfair.

6, timely feedback results.

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when the performance appraisal just came out, it was the time when employees were most concerned about performance problems, and they were also the most ponder.

At this time, feedback efficiency is high, employees are more investment, good results, and conducive to timely improvement of some problems.

If this period passes, both the examiners and the examiners will put aside the assessment, and the efficiency will be reduced. At the same time, employees will have bad impression on the company's evaluation, and they will think that the company does not attach importance to the evaluation.

Because other work has already started, feedback will also take up work time, which will bring adverse effects to other jobs.

7, help subordinates find ways to improve performance

when you find that the performance of your subordinates is bad, it is not enough to just tell him or her that your performance is not ideal enough. What is important is that you should also point out the reasons for his / her poor performance and what are the ways to improve it?

bad subordinates are usually very anxious, but they can't find the reason and how to improve them.

Ask your colleagues for fear of being ignorant and embarrassed.

The manager was afraid of being criticized for his bad performance.

At P, managers should take the initiative to find him / her, analyze the reasons for their poor performance with them and help them find ways to improve them. At the same time, if possible, it is better to provide corresponding opportunities for improvement and resources support.

The important thing for a manager to succeed is that he / she can guide subordinates to think, see, and do what subordinates can not do.

If managers can't surpass their employees, how can they serve her? Under such circumstances, employees will not work very hard and their performance will not be good.

8, giving the final limit of improvement

for employees with long time bad performance or new employees who are not performing well soon, people usually use the method of dismissing employees.

It is not wrong to decisively dismiss low performance employees, but we prefer to give him / her another chance before dismiss.

For example, if you explicitly tell him / her that the company will give him / her a month's time, his / her performance must meet the requirements of the company, otherwise, ask him / her to find another job.

In addition to avoiding the cost and risk of re recruitment, there are two other advantages to P. Besides, we have done our best to dismiss our employees. After he left the company, he would not be able to slander the company because of his dismissal.

In addition, it is also a sign for other / her employees who remain in the company: the company is willing to do everything to its employees, but if you do not work hard, you may lose your job.

a friend is the boss of a software company. In March this year, he was going to dismiss a sales manager, but he thought it was not easy to talk about it and asked me what to do.

I suggest that my friend talk to him once, point out his dissatisfaction with his performance, and tell him that you are going to give him another month's improvement time, and if he has not met the requirement, he will be dismissed.

As a result, the sales manager's performance exceeded those of the company in that month, and the performance of the sales champion remained for several months.

9, prompt encouragement

our managers tend to be very concerned about poor performance. They are very sensitive to employees and departments whose performance is not good, and their criticisms are timely.

However, attention is not paid to the bright spots in the work of employees.

Successful managers should focus on positive incentives.

We should also acknowledge and praise employees' progress in their work.

Let employees always be in a state of confidence and excitement.

Only in this way can the intelligence and enthusiasm of the staff be aroused, and the work performance will be the best.

Another mistake that is easy to make is that the economic incentive is not timely. Even when employees are in a state of work, they can only think about whether they are motivated enough. When they see the enthusiasm of their employees is high, they forget motivation. P

the right way should be to motivate employees when they are in good condition. When employees fail to behave well, they will not be effective. They will also give employees an illusion that they can benefit from emotional problems.

Prompt encouragement does not mean that financial performance is rewarded for any outstanding performance of xuexihr.com employees. In fact, it is impossible to give financial incentives to any outstanding performance of employees.

That is actually bribing our employees.

The right way is to give spiritual encouragement at any time and anywhere -- praise and praise.

no doubt, intense (bad) interpersonal relationships will consume energy, reduce human intelligence, and affect cooperation among employees, which will definitely reduce job performance.

Establishing good interpersonal relationships will usually help improve job performance.

, however, we must pay attention to that we can not turn a blind eye to the mistakes of subordinates in order to do well in our relations, and we should not abandon principles or even please our subordinates in order to improve interpersonal relationships.

Subordinates will resist rude accusations, but most of their subordinates can accept the good intentions of their superiors.

If the boss points out the mistakes of his subordinates and helps the subordinates to analyze the causes of the errors and the ways to improve them in future, the subordinates will not only resist, but also thank them.

Such a boss will be loved by his subordinates.

On the contrary, to please subordinates tends to encourage employees' bad habits, and it is impossible to improve their relationship. Moreover, such supervisors will be underrated by their subordinates, and will not be good for work and relationships. P

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11: full communication

from the main body of communication can be divided into: 1, top-down and bottom-up vertical communication.

2, horizontal communication between departments and employees.

3. Communicate with related agencies outside the company.

communication can be divided into formal institutionalized communication and regular informal communication; formal communication includes regular meetings of various levels of the company; written plans, announcements, reports, etc. of various styles, contents, electronic bulletin boards, institutionalized e-mail communication systems and so on are formal communication.

there are many ways to communicate. Companies can use them according to their specific conditions and communication effects.

What is the effective way and the way to lower the cost?

The effect of communication mainly depends on two aspects: first, whether to deliver quickly.

Two, the receiver understands the meaning of information and the message sender's meaning.

In order to improve the effectiveness of communication, feedback and verification are essential.

12: to give subordinates appropriate pressure can also improve performance /p >

the appropriate pressure mentioned here includes 1 and criticisms; 2, making certain difficult work goals; 3, allowing employees to commit the mistakes that can be borne; 4, reasonable and lawful dismissal.

anyone, from the newly born baby to the old age, likes to be praised and appreciated. No one likes to be criticized.

Therefore, we prefer to treat others in an appreciative way.

We should praise and appreciate a little progress, achievements and advantages of others.

This can play an incentive effect, prompting people's continuous progress.

However, people have shortcomings and people make mistakes.

When we see subordinates making mistakes, if we dare not criticize, ignore them or even tolerate them, it is equally harmful.

The preferred way should be to criticize him and give him some pressure.

In this way, the ability and performance of subordinates will be greatly improved.

However, it should be noted that, 1, criticism is not equal to accusation, but in good faith to point out that the mistake (rather than the person) brings losses and troubles to the company and others.

2, we should take the initiative to assume the responsibility as a boss.

3, analyze the subjective and objective reasons for making mistakes.

More important is to guide (and not replace) the subordinates to find a solution to the problem, and to avoid making similar mistakes in the future.

4, if the subordinates have already realized their mistakes and feel guilty and self reproach.

Instead of criticizing, the boss does 2 or 3 two points directly.

making certain difficult work goals can improve the performance of subordinates.

Easy to achieve work objectives will not only reduce the income of enterprises, but also often do not inspire the potential of subordinates, which is not conducive to the improvement of employees' performance and ability.

At the same time, the goals that are easy to achieve may also lead some subordinates to think highly of themselves.