绩效评估缘何沦为走过场

    3. 制定方案。格里尼表示，根据上面的讨论结果，“确定实际的、具体的方法来解决问题。”

    4. 设立短期目标。他建议：“应该在30-60天内尝试一下可能的解决方案，而不是用六个月或一年时间来试验。这么做可以帮你确定，自己是不是明确了困难所在。”如果在一到两个月内，员工依然没有取得进步，可以再次与他进行交流，诊断症结所在。

     当然了，所谓积习难改。如果你是一名收到上司负面评价的员工，不论上司如何帮你，自己的困难还是要自己解决。想知道如何让自己始终保持在正确的轨道上吗？格里尼建议：“想象一下，如果继续这样，自己将没有未来。如果升职机会始终与你无缘，你将无法摆脱现在的状态。通过这种方式激励自己，改变自我。”

    译者：刘进龙/汪皓

    3.Come up with a plan.Based on what comes out of this discussion, Grenny says, "arrive at some practical, specific ways of addressing the problem."

    4.Set short-term goals."You want to try out possible solutions for 30 or 60 days, not six months or a year," he advises. "It's a way of testing whether you've pinpointed ... the difficulty." If there's still no progress after a month or two, meet with the employee again to discuss why that's the case.

    Of course, old habits are tough to break and, if you're the one on the receiving end of a negative review, no matter how helpful your boss is, you still need to do most of the heavy lifting on your own. Need a way to keep yourself on track? "Visualize your default future," Grenny suggests. "Motivate yourself to change by mentally visiting the career you'll be stuck with if you're repeatedly passed up for promotion."