怎樣準備績效考核

　　很多公司都有績效考核，一年一次或是一年兩次。又到年終，各單位的績效考核也陸續開始了。那麼，該如何準備績效考核呢?接下來，小編給大家準備了,歡迎大家參考與借鑑。

　　Is your performance review just around the corner? There's no need to panic -- but now would be a good time to prepare. 你的績效考核是不是即將來臨了?沒有必要慌張——但現在就該開始準備了。

　　Experts offer these tips for making your review go more smoothly1: 下面是專家們提供的建議，讓你的考核進行地更順利：

　　 Assess what you already know. 評估自己已經知道的

　　Ideally, you should be checking in regularly with your boss to make sure you're doing what's expected. 理想的情況是，你應該和老闆定期聯絡來確保你做的是老闆期望的。

　　"The performance evaluation2 process should start the day you're hired," said Janet Scarborough Civitelli, founder3 and president of Bridgeway Career Development. "There should not be any big surprises during the actual review." Bridgeway職業發展公司創辦人、主席Janet Scarborough Civitelli說：“工作績效評估應該從你工作的第一天開始。在考核期間不應該大驚小怪。”

　　Perhaps you're extra diligent4 when answering customer calls. You may think you're on track for a stellar performance review -- but your boss could be wondering why each call takes you so long. To avoid misunderstandings like this, make sure you know what the goals are for your job and how your boss measures success. 也許你回答客戶電話十分細心。也許你會認為自己的考核會很出色——可是你的老闆也許會疑惑為什麼每個電話會花你那麼長時間。要避免這樣的誤解，就得確保自己知道工作的目標和老闆評估成功的方式。

　　If you haven't been talking to your boss about this, it's not too late. Even in a few weeks, you may be able to improve in some areas if necessary. 如果你一直都沒有和老闆談過這些，現在談還不太遲。就算距離考核只有幾周的時間，有必要的話，你也許可以在一些方面改善一下。

　　擴充套件：怎樣和老闆談績效考核

　　When you walk into your boss' office for your performance review, you need a game plan. Documenting your accomplishments1 is a good starting point. But just as important, you need to know how to come out of the meeting with the information you need.

　　當你走進老闆辦公室談論績效考核時，你需要準備好策略。展示你的成績會開個好頭。但是同樣重要地是，你需要知道如何從考核中獲得需要的資訊。

　　Experts offer these tips for handling this sometimes tricky2 conversation:

　　下面是專家們提供的建議，用於應對這種有時難以處理的談話：

　　 Ask questions.

　　提問

　　Always press for details, says Gail Ginder, an executive coach with the Claros Group.

　　來自Claros 集團的執行教練Gail Ginder說，永遠都要努力去獲得細節。

　　If your boss says you're doing a great job, this could mean you're about to be promoted. It could also mean that your performance is just OK, but your boss didn't want to take the time to do a more thoughtful review. To find out which is the case, ask for details. What aspects of your performance stand out to your boss?

　　如果老闆說你做的很好，這也許意味著你將要被提拔，也可能意味著你的表現一般，但是你的老闆不願意花時間來進行更仔細的評估。要知道到底是哪種情況，問一問細節。老闆覺得你哪方面表現突出?

　　Asking questions becomes even more important when the review is negative. "Often feedback is given without specifics," Ginder said. "Ask for specific examples of times when your performance didn't meet expectations. Then ask, 'And what would great performance have looked like? What would you have wanted me to do in that situation?'"

　　如果評價消極的話，提問就更為重要了。Ginder說：“往往評價反饋中沒有細節。要問具體什麼時候你的表現沒有達到期望。然後問‘好的表現是怎樣的?在那種情況下你希望我怎麼做?’”

　　 Tell your story.

　　講講自己的理解

　　If you disagree with your boss' assessment3 of your performance, ask if you can tell your side of the story.

　　如果你不同意老闆對你表現的評價，問一問能否談談你自己的理解。

　　"Say, 'I have a different perspective on this situation. Would you like to hear it?'" Ginder said. Make sure your tone of voice is not defensive4. "You want to make your boss curious," not annoyed, about what you have to say. Then explain, calmly, why you didn't make the choice your boss now says you should have.

　　Ginder說：“可以這樣說‘我對這個情況看法不一樣。你想聽聽嗎?’”不要帶著自衛的語氣。 “你是想讓讓老闆***對你要說的***感到好奇”，而不是生氣。然後，鎮定地解釋為什麼沒做出老闆認為本該做出的表現。

　　Don't feel you need to give an explanation like this in every case, though. "It's perfectly5 fine to say, 'I hadn't looked at it that way. I'd like to try that next time,'" Ginder said.

　　但不要認為你需要解釋每件事。Ginder說：“完全可以說，‘我不是這麼看。下次再試試看。’”