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MindMap Gallery Yuanqi gas station
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Yuanqi gas station
This is a mind map about Yuanqi Gas Station, which provides in-depth discussions and feedback on employees’ problems at work to improve employees’ work efficiency and work quality.
Edited at 2024-01-20 13:33:21
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- Outline
Yuanqi gas station
It turns out that this is how she conducts performance interviews (Li Shuzhen)
Complete the performance interview before December 15th
01 Preparation before the interview
direct superior
1. Summarize annual performance
1. Think about how your subordinates have accomplished their annual goals? What are the strengths and weaknesses of work performance?
2. Determine annual performance level
2. Clarify later needs
Take stock of the work and behaviors that you want your subordinates to improve, and what capabilities you want to develop.
3. Reserve sufficient time and book a quiet communication venue
subordinate
1. Summarize the past:
1. Achievement of annual goals
2. What are the goals and actual performance in terms of ability improvement?
2. Looking to the future:
1. How do you plan to work in the future? In what areas do you need feedback from your superiors?
2. In what areas do you want to develop and what are your plans?
3. What else do you hope to communicate further with your superiors?
How to sit?
Side seat
02Interview procedure
03Key points of interview feedback
Feedback Advantages
Feedback is sincere
Not enough feedback
04Follow-up plan
Break down the overall goal, determine the completion time of the goal, and digitize it
summary
before interview
Be fully prepared, summarize performance, and look to the future
Interview in progress
Exchange ideas, affirm strengths, and provide feedback on deficiencies
After the interview
Focus on improvement and make plans
It turns out that this is how she conducts performance interviews (Li Shuzhen)
Interview procedure
opening
Set direction: warm up the scene, explain the purpose of communication, and summarize recent overall performance
clarify
Process the situation: describe facts, data, ask for the reasons behind it, and understand the actual situation
develop
Thinking of solutions: Discuss ways to improve the problem and explore the resources and support needed
consensus
Clear approach: action plan for follow-up improvements; follow-up and measurement methods;
Finish
Summarize: restate key points; express confidence and expectations
summary
Scene 1: Lao Li who doesn’t care
Scene 2: Xiao Lin who loves to complain
The essential
suggestion
avoid
Scene three:
Not good enough, Bing
Scene four:
Li Qiu feels good about himself
Other tips
Use paraphrase techniques to ensure mutual understanding
Make timely corrections to bring the discussion back on track
The 80/20 principle, focus on key points and avoid divergent topics
Ease the atmosphere
interrupt conversation
A good leader will coach
Help employees improve through constructive feedback
Learn about constructive feedback
Definition of constructive feedback
Provide information about people's performance and behavior based on objective facts, and enable the recipients to maintain a positive attitude towards themselves and their work, encourage them to think, and promote positive improvements.
Elements of constructive feedback
Objective description and analysis
Inspire message recipients to think positively
Managers and employees discuss solutions together
Don’t be emotional when giving feedback
Constructive feedback is suitable for solving problems, conflicts and making suggestions for improvement.
Steps to Constructive Feedback
1. Timely and objective explanation of the situation and impact
2. Listen to what team members have to say
3. Reach agreement on existing issues
4. Ask team members how to improve
5. Take action
6. Monitor and track progress
Misconceptions about constructive feedback
1. When providing constructive feedback, one question is not finished yet, and another question is involved, and old scores are settled.
2. Provide feedback at inappropriate times and places
3. Not preparing your homework before giving feedback
4. Missing opportunities to provide constructive feedback
Summarize
How to use the GROW coaching method
learning target
Employees can take on more responsibilities
Managers have more time for important work
Enhance employee capabilities
Improve team productivity
Understand the advantages of coaching managers
Learn how to use the GROW method
Practical exercises on coaching methods
self assessment
Pros and cons of traditional management methods
manager behavior
command or persuade
mechanical execution
No right to choose
No motivation
Afraid to give feedback
Work negative
Advantage
coaching management method
manager behavior
Good listener
Know how to ask
Management effect
Encourage speaking out
Promote thinking
Advantage
Employees proactively seek answers
Employees become good at thinking
More opportunities for promotion
Increased willingness to participate in communication and problem solving
staff
Have more time and space to do strategic things
Work more effectively with others
manager
Improve team performance
Reduce employee turnover rate
team
GROW coaching method
goals goals
Set short-term and long-term goals
Clarify, refine, and quantify goals
Understand the achievability of goals
reality status quo
Objectively analyze problems and circumstances
Guide trainees to describe facts objectively
Ask for an answer
Understand current difficulties and advantages
Inspire trainees to think positively
options plan
Look for possible alternatives
It's not about finding the right answer
Think of as many alternatives as possible
Inspire employee creativity
Pick out a precise plan of action
will be determined
Develop a practical action plan
Decide on the best plan of action
What are you going to do?
When are you going to implement it?
Who needs to know?
What problems may you encounter during this process?
Will this approach achieve your goals?
Plan next steps
Refine results
subtopic
Four models
Management style (key points)
Encourage employees to find solutions themselves
Ask staff questions
Adopt an enthusiastic but demanding attitude
Don’t rush into making decisions and let employees fully express their views
listen
Communication points
Warm acceptance
Use non-judgmental communication
What's your reason?
Why are you?
Put yourself in the other person's position
I have the same comment as you
convincing affirmation
Encourage employees to think
don't blame
Traits of a manager coach: helpful, caring, and a good listener
How to manage emotions
The meaning of emotion management
The importance of emotion management
How to manage emotions
discover your emotions
four basic emotions
hapiness
fear
sad
anger
Express your emotions appropriately
Discuss matters sincerely
Don't rush to refute
Express emotions flexibly according to the situation
self-regulate emotions
4 steps to control your emotions
leave
Take a deep breath
favorite
Cool down and process
Part Four of Emotions
autosuggestion
Expression hint
hint in mind
attention shifting method
humor method
communication conditioning
summary
How to quickly develop subordinates
Subordinate training is to improve the current status of subordinates to the target level
Stimulate work willingness and potential
what: content cultivated by subordinates
can it
willing or not
understand
why: Why should we train subordinates?
Inheritance and innovation
who: Who will train subordinates?
Immediate supervisor
Methods and strategies for cultivating subordinates
Two prerequisites for cultivating subordinates
Get to know your employees
Basic Information
Personality characteristics: lively, powerful, perfect, peaceful
Ability and willingness: willingness to work, work skills
High-level needs: values, career planning, sense of belonging
Let employees understand their positions
Position value and significance
Qualifications
Job standards
Technical department management requirements
3 characteristics of excellent subordinates
Willingness
automatic and spontaneous
Skill
stand alone
cooperation
team spirit
Three core aspects of cultivating employees
Make employees willing
AClear goals
B respect and care
Let employees develop skills
self enlightenment
On-the-Job Counseling ON-JT
Assignments
Determine the object
Describe the task
Clear rewards and punishments
reach consensus
tracking control
process coaching
Counseling preparation
Counseling time
Counseling channels
Counseling methods
Counseling records
Notes on process coaching
internal
Reasonable authorization
Regular audit
Timely and accurate
external
Maintaining relationships
Make good use of resources
Transparent and Compliance
Grade
Positive feedback techniques
Trilogy of praise
Negative feedback techniques
BEST principle
Stage work evaluation, fair, just and open
praise
Don’t ignore behavior that deserves praise
Praise for sharing pleasant emotions
Praise in front of others
Clearly communicate precautions
Make clear the lessons learned
criticize
Keep a calm mind when criticizing
Criticize well at the right time
Avoid criticism in front of others
Don’t criticize the past
Clearly express the reasons for criticism
Harsh criticism should be based on necessity
Pay attention to expression
Last but not least, uplifting
Off-the-job tutoringoff-jt
stand alone
Enable employees to collaborate
Quick Tips for Training Subordinates
How to deal with disobedient subordinates?
Reflect
Fully communicate
Pay attention to the psychology of subordinates, take the initiative to talk and consult
Explore the reasons
Looking repeatedly for the answer to why
Seek reasons from the subordinate’s point of view
Consider multiple countermeasures to eliminate the causes
How do you know if your subordinates keep making the same mistakes?
How to identify unmotivated subordinates?