评论
打印
One decision we had to make was how to introduce Performance Management. We decided to start by focusing on a small number of units, but ones where we would have the greatest impact. And that meant the seven distribution centres, even though they presented more of a challenge than the stores. We felt that if we succeeded in raising morale there, it would have a knock-on effect on the stores.
我们必须决定如何引入绩效管理。我们决定从关注少数几个单元开始，这些单元会对我们产生最大的影响。也就是七个配送中心，尽管它们比商店更具挑战性。我们觉得，如果我们能成功地提高那里的士气，就会对商店产生连锁反应。
So what is 'Performance Management'? It's a systematic, data-based approach to managing people, identifying the specific behaviours that we need from our staff and reinforcing those behaviours through recognition and reward. One of our first tasks was to identify the key behaviours needed to carry out the responsibilities of every post. This was the starting point for ensuring that each employee was best placed to use their own specific talents. I'm pleased to say it's working very well. Then we gave every employee a checklist of ten behaviours they need if they're going to perform their jobs well.
那么什么是“绩效管理”呢？这是一种系统的、基于数据的方法，用于管理人员，识别我们需要从员工那里得到的具体行为，并通过认可和奖励来强化这些行为。我们的首要任务之一是确定执行每个岗位职责所需的关键行为。这是确保每个员工都能最好地发挥自己的特长的起点。我很高兴地说它运转得很好。然后我们给每个员工一张清单，上面列有他们想要做好工作所需要的10种行为。
Managers and supervisors check each employee's performance at least once a day, and give them feedback and symbolic rewards a variation on the gold star system.
经理和主管每天至少检查每位员工一次，并给他们反馈和象征性奖励，这是金星系统的一个变体。
