July 26 the second day learning experience:
Today, the main study and carry out the implementation of performance feedback two blocks content, my experience are:
A level of implementation, there are two principles:
- understand the needs of employees :
Review your own past experience, this usually I use the most is in general received a new item of time. General will hold a launch meeting, the members of the project team to call, talk about the background of the project, our goals and expectations, and to do it meaning and value, the last to hear your thoughts.
- a clear responsibility to guard against the transfer of responsibility
I understand from this fact, on the one hand but also had their own fire captain, and later by reading the advice to the leadership also has some solutions. On the other hand in cultured subordinates talked to some people complained that I live too much, we are not done too bad that so and so who do not it will not, what should I ask a bunch of complaining and so on and so on. I remember when I give advice is recommended to take a look. "Do not let the monkey jump back to back", after a while told me that this book is very good in communicating with the students, to my previous issues are resolved , even if the difference in ability can still do some things, we must not let the monkeys jumping on my back to.
2. With regard to performance feedback ,
In fact, we have always been doing with subordinates performance planning, development, performance management and performance expected interview. But before the interview feeling is wild ways, their experience and feeling, especially for the poor performance of students talking to my heart is not low. With today's theoretical learning and practical case, let me know, but the interview is a lot of skill, so I learned how to carry out the system of the interview, the purpose of the interview and so on, very good enough, just go back next week in the interview you can experiment a bit.
Evaluation - feedback step:
- Target check
- Please analyze the reasons subordinate
- Advantages part of the emphasis on performance
- Asked subordinates improvements
- Provide recommendations for improvement (fewer but better)
- Please subsidiaries and jointly develop an action plan summary