绩效管理工具
THE PERFORMANCE MANAGEMENT TOOLBOX
制定并执行结构化与系统化的绩效管理体系是长期有效地管理员工的关键。
To effectively manage your team members on a long term basis, it is essential to implement a structured and systemised Performance Management system.
这一结构化的体系使管理人员能够与员工一起分享自己的知识与经验，鼓励员工发展技能，达成其个人目标。
This structured system will enable the Manager to share his/her knowledge and experience with their
team members, encouraging team members to develop their skills and achieve their personal goals.
有效的绩效管理体系的优点在于：
Some of the benefits of an effective performance managements system include:
✍提供了一个学习与发展的系统程序
Provides a systemised process for learning and development;
✍使管理人员指导员工达成他们的目标
Allows the manager to guide their team members towards his or her goals;
✍在共同目标下，相互分享经验与观点
The mutual sharing of experiences and opinions creates agreed-upon outcomes;
✍创造一个团队间相互支持与鼓励的文化
Creates a culture that inspires and supports team members;
✍增加工作满意度、激励员工
Increased job satisfaction and employee motivation;
✍改善经理人员与员工间的工作关系
Improved working relationship between manager and direct reports;
✍提高员工工作效率
More productive teams; and
✍更加有效地运用公司资源
More effective use of organizational resources.
管理人员的一个主要任务就是扮演员工的“导师”。辅导的内容包括与员工一起工作，并引导其提升业绩
表现。一个系统化的绩效管理程序可以帮助其完成这项工作。
One of the main roles of a manager is to act as a ‘mentor’ to their team. Mentoring involves the process of working together with team members to lead them to improved performance. A systemised performance management process will assist them to perform this function.
为了制定一个有效的绩效管理体系，需要对以下的环节进行系统化并制作成正式文本：
To develop an effective performance management system, the following processes need to be systemised and documented:
✍绩效评估
Performance Appraisals;
✍职位描述
Job Descriptions; and
✍个人绩效计划
Personal Performance Plan.
本工作手册为你提供了这些程序的模板，帮助你向员工提供定期、公正、具帮助性的反馈意见。
This workbook provides these templates to assist you to provide team members with regular, fair and supportive feedback.
绩效评估
PERFORMANCE APPRAISAL
有效的绩效评估包括了经理人员与员工之间的互动，这需要一个公开的沟通渠道与相互间的信任。
An effective performance appraisal involves a two-way partnership between managers and their team members where there are open communication channels and a mutual trust.
互动合作的关键因素包括：
The key factors of a two-way partnership are:
✍管理人员向员工提供其绩效表现的反馈意见
Manager provides feed back on the team member’s performance to the team
member; and
✍员工向管理人员提供其绩效表现的反馈意见
Team member provides feedback on the manager’s performance to the
manager.
除了这一互动的反馈程序外，也可以邀请其同事对其绩效表现提供反馈意见，以获得员工在团队环境下的绩效表现。
In addition to this two-way feedback process, it is an excellent idea to invite peer group members to also provide feedback on the team member’s performance. This can provide valuable information regarding how a team member performs within the team environment.
改善绩效评估的三个步骤
THREE STEPS TO BETTER PERFORMANCE APPRAISALS
当管理人员对员工进行绩效评估时，须考虑以下三个步骤：
There are three key steps that all managers should take into consideration when conducting performance appraisals with their team members.
1. 准备 PREPARATION
