导读荐语
绩效面谈决定员工的报酬与晋升,并影响其自我价值感。管理者厌恶绩效面谈,并且由于必须对员工绩效负作出客观评价,他们与员工承担着同样的压力。大多数公司所开展的绩效面谈效果都不怎么样,会引发出人性中最恶的一面。经理越是独断,员工便会越发乖戾并具有防御性。面谈中管理者越是独断专横,员工便会越发抵触并且态度粗暴。幸运的是,你可以选择一种更优的绩效面谈方式。组织学专家杰弗里与琳达·拉塞尔详述了公司如何通过改进绩效面谈来真正地提高绩效。他们提出了“无所畏惧的绩效面谈”,这一构想改变了传统的面谈方式,从而提高了企业员工的绩效。getAbstract将这一有效途径推荐给制定面谈政策的负责人、人力资源专家以及所有主管与经理们。
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关于作者
杰弗里·拉塞尔(Jeffrey Russell)与琳达·拉塞尔(Linda Russell)是拉塞尔咨询公司的老板,有9本著作出版,包括《主导变化培训》与《战略规划培训》。
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