绩效管理- Who Are You Talking To?

绩效管理

I talked previously about Performance Management and one of the key mistakes managers make which has to do with magical thinking.

No one has to actually do anything and the problems will fix themselves and melt away.

错误的人

另一个至关重要，同样无益的错误正在与错误的人交谈。

Just about every manager I know - including me - has been guilty at some time or another of this 'misdemeanour'.

这就是它的工作原理。

你的团队中的某个人（让他们称之为人）你不喜欢的事情，或者表现不佳，或者已经以错误的方式摩擦你（或团队中的其他人）。

Do you then go and have a quiet word with that person to get it sorted out quickly?

这将是最合乎逻辑和专业的事情。

Unfortunately, too often, no you don't.

Who Do You Talk To?

Instead what happens is that you talk to Persons B, C, D and so on, till everyone in the team is talking about Person A.

Everyone knows what he or she has done 'wrong'; everyone has an opinion about A (he doesn't pull his weight, she's never at her desk, he's taking the piss, she should never have been hired in the first place) and then, of course, the inevitable happens: everyone begins to keep an eagle eye on A in order to rack up the evidence of their 'wrongness' till the case against them is watertight.

人们的情绪得到了搅拌，八卦只是喂养这种情况，并将燃料加入火灾中。

还有什么？

1.假设

So far in this scenario, everything is based on assumptions. Because A hasn't ever been spoken to and yet everyone else is talking about them, A hasn’t been given a chance to explain what's going on or to hear that their behaviour is troublesome.

当我在接收的结束时（换句话说，我是一个人A）我唯一可以说的是，“为什么没有人对我说些什么？”我觉得真的很难完成，并且觉得我被认为是非常不公平的，因为我不知道人们对我很沮丧。

I then felt I had this major mountain to climb because everyone had made assumptions about my behaviour and even though I now knew what was going on, they continued to treat me as though all those assumptions were true. It was a very disheartening position to be in.

2.情绪

In these kinds of situations, emotions run high, especially when they feed on themselves instead of heading towards a resolution. However, it is usually, if not always, emotions that stop people having the quiet word with A in the first place.

如果你立刻介入了，你害怕什么？一个人可能会生气，防守，指出你做错了，哭了，越来越多的东西。换句话说，他们可能会表现出大，可能是压倒性的情绪，你认为你不能或不想处理。

So you duck the issue of confrontation and off-load your frustrations and your own emotions on other people. This gives you a group of allies and because you're all colluding with the belief of how bad A is, you don't have to go inwards to investigate your own fears of having to manage other people's possible unpleasant emotions.

这是处理的

具有讽刺意味的是，聊天到B，D，C等的所有让您觉得自己好像你处理过。它经常是一个人的行为继续震惊，因为当然，人们通常没有一个线索，这一切都是整个办公室的灌木丛。

Part of the difficulty is that we are also dealing with human nature here. People like to gossip, they also like to have an odd man (or woman) out because it helps the rest of the tribe to bond - nothing like having a common 'enemy' to bring people together.

基线虽然是所有那些唠叨的人不仅是一个不专业的，而且它也是不成熟的和一种被动侵略性的欺凌。

If A has been spoken to and repeatedly displays behaviour that isn't right, then there is a genuine Performance Management issue that has to be dealt with.

Sadly, A is rarely spoken to and thus the cycle continues on its merry way.

你能为这个做什么？

I cannot stress enough about nipping things in the bud. The longer you wait to take action, the more the chances are that B, C, D and so on will be drawn into the situation without A being made aware that there's an issue.

This is a simple 'model' you can try:

您对人（不是团队的其他成员面临，甚至可以通过电子邮件提供）：

“当你有一段时间的时候，我们可以快速单词。”

Once you are face to face:

“我注意到你在手机上一直花了很多时间（或任何问题是）。我的假设是你对公司时间做了很多个人呼吁。我想知道这是真的还是我的假设错误的？”

例如，为人提供充足的空间回应，然后告诉他们将来希望看到什么，例如，

“我认为这将是best if you used your break-time to make personal calls, rather than work time, or if you need extra time, just let me know so I don't feel you're taking advantage."

Letting someone know the assumptions you have made or even what their behaviour looks like to others is a way of getting stuff on the table so it can be dealt with.

Finally, you do have to clean up after yourself. If you haven’t caught things early and have off-loaded to everyone except the person involved, once you speak to A then you really do have to talk to all those B, C, Ds and so on so they know the situation is now being handled.