Emphasize that this is a co-creation meeting, so be prepared for communication in advance. HR may coordinate to prepare tea breaks, lunches, etc. in advance for a one-day meeting.

Communicate more with the business department on a daily basis so that you can understand in advance the questions that the department may ask.

In actual practice, movement one is the most important. Without movement one, the subsequent goals may not be achieved. It is too rational evaluation.

It’s not a pie drawn by the boss, but a pie drawn by myself.

The more specific the better

If the department has many people, draw one picture; if the department has few people, draw one for the branch. Brainstorm and create the vision together.

Try to have two people from each department to facilitate co-creation

There are also canvases where a bunch of people are painted, and everyone is holding money.

Young people: There are many ideas and can be encouraged to spread out - all the boys on the production line shave their heads/stop smoking collectively, and girls don't wear skirts for a summer (refer to Truth or Dare)

Older ones: Give them a few options

This is a perceptual approach. In addition, if it is not completed, the performance that should not be obtained will still not be obtained.

The second big white paper: goal consensus and action plan

Performance coach: This form needs to be completed on-site, which involves on-site decision-making.

lWhat are our advantages? Please note that you must stand from the customer's perspective, have performed in achieving goals in the past, and be relevant to the theme. Try to give examples (what you have done in a certain month of a certain year, so that our XX indicators or goals can be achieved) had outstanding performance)

What are our weaknesses? Chase the 5 Ws forward, not just look at the surface, but look at the real root causes, and try to use examples (it is true that XXX was caused by XXX)

What are our opportunities? All aspects, not just the sales level

What are our threats? market direction

1. Grouping

2. Everyone in each group thinks and writes around strategies and key actions to achieve the goal.

be careful

open ended questions

Note: You can communicate with decision-makers and senior executives in advance on how to ask questions.

Open questions, inclusive nature, coaching techniques, inspiring employees to think on their own how to complete

Because the time cost is high, departments can just use brainstorming instead of coaching techniques such as teamwork.

Performance Highlights: Which indicators are better achieved, and whether they are related to the company’s general manager Target related? Why is it done better? Was there a consensus on this performance at that time? What causes this? What are the influences of subjective and objective factors? Can it be copied to other positions or departments? How to copy?

Performance gap: What are the big differences? What actions were taken? case? Reasons for the gap (5W method) Was there consensus on the indicators at that time? Key behavioral strategies and action plans for indicator adoption What's the problem? What are subjective reasons and objective reasons? What are the next steps to plan improvements?

If the company doesn't encourage a corporate culture with questionable goals, don't do the refactoring steps

Whether or not you should do this step depends on the specific situation.

Note: In the end, the indicators that need to be stopped, the indicators that should be maintained, and the optimized performance should not be easily decided by the department. Avoid deleting all necessary indicators. If it is not easy to operate, let the department write the optimization direction and do not give Fill in these three departments

Performance tracking model

The above is just a standard template. The specific stage operation time will vary, but the above things need to be done. The kick-off meeting may be completed in one day, and the review may be completed in one month.

It is suitable for brainstorming when some departments encounter unsolvable problems in the process of achieving their goals.

Step one: open the circle Everyone will sit in a circle, which can be divided into 2-5 corners depending on the number of participants. White paper, pens, colored pens, etc. are required. OK The sports coach needs to explain the rules and create an atmosphere.

Step 2: Initiate a topic in groups (In the performance management process, suggest events that can be used to improve the performance of the performance team. For example, what can help improve XX performance of XX team?) Grouping can be done by department or by department. Depending on the number of people, a circle can be divided into 2-5 groups. Each group can be organized around a performance The topic of promotion was raised. Discuss within each group first

Example: The topic raised is: Is there any possibility of improving the performance of the marketing department’s marketing activity conversion rate?

Step 3: Walk around and discuss freely During free discussions, one person from each group needs to be the "problem host." This person does not leave their group's whiteboard or paper. Others are free to leave their comments on each group's white paper. Adhere to the principles: no criticism, no evaluation, no superiors or subordinates, and complete openness. When other group members come to the white paper of the group and put forward their own opinions, they need to be recorded on the white paper as long as there is no repetition.

Step 4: Return to the group for summary Everyone returned to the original group to classify, score, and sort out the various opinions collected. It can be divided into several opinions: feasible, testable, thinkable, pending, not considered, etc. Finally, each group’s feasible, testable, and thinkable opinions are counted and who puts forward the group rewards can be counted.

Step 5: After returning to the department, continue to deepen the to do list of various opinions, and HR will follow up to see which ones have been implemented and which ones are being tested. How's the effect.