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反馈是一件好事情。对管理者而言,这是规范下属行为、帮助下属学习、实现更佳业绩的重要手段。对于下属来说,这是一个提升职业发展的机会。然而,现实的管理实践中,反馈为何总是出现问题?大多数经理都表示,他们不喜欢提供反馈,也不认为反馈多么有效。反馈的末端——下属却说他们没有得到有效的反馈。造成反馈脱节的原因很多,其中包括双方都很情绪化、对人而不对事、没有明确说明到底需要做哪些改变、为什么少数几个因素就能够从根本上毁掉反馈会议等。那管理人员能做些什么来提高反馈效果呢?
Feedback is a good thing. For managers, this is an important means of regulating subordinates, helping subordinates to learn and achieving better performance. For subordinates, this is an opportunity to enhance career development. However, in real-world management practices, why is feedback always problematic? Most managers state that they do not like to provide feedback and do not consider how effective the feedback is. The end of feedback - subordinates say they did not get effective feedback. There are many reasons for the dissociation of feedback, including the fact that both parties are emotional and do not do things to people. They do not specify exactly what needs to be done and why a handful of factors can fundamentally ruin feedback meetings. What managers can do to improve the feedback effect?