邀請外部專家來指導你的團隊

許多公司都仰賴外部的專家，包含顧問、自由工作者、技術專家等，來提供策略性的服務。這些專家能夠貢獻的遠比給他們擔任的單項工作還要多；他們可以協助指導你的全職員工。

你可以邀請這些專家和你的員工做腦力激蕩，讓你的員工學習到他們的經驗與創意。這些專家也可以為你的員工的未來的工作項目提出他們的觀點。

這些外來的專家也可能也會有許多很好的外界人脈網，可以讓你的員工接觸到外界的人脈資源，或是有共同興趣的人才。

Invite outside experts to guide your team

Many companies rely on external experts, including consultants, free workers, technical experts, to provide strategic services. These experts can contribute more than to give them as individual work; they also can help guide your full-time employees.

You can invite these experts and your employees to brainstorm and let your employees learn their experiences and ideas. These experts can also present their ideas for your employees' future work projects.
These foreign experts may also have a lot of good outside network, can let your staff contact with the outside network resources, or have common interests of talent.

給予員工可以有行動的批評

建設性的批評，只有在員工認知到問題，並且知道你的批評對他們有用，知道如何改進，而且仍然可以維護好你的信任，才會有效。

經常領導主管只是表現不滿的態度，而無具體的改進內容，而讓受批評者自己去猜測如何改進，或是自己設法去找出自己覺得是對的解決方案。

你應該以尊重的態度詢問當事人他們有哪些他們覺得重要的解決方案的選擇。

例如，有人習慣性的總是開周會時遲到10分鐘，並且以他的工作太忙碌了為藉口。

如果你只是做溫和的懲戒，例如說：“請以後要準時。”，或是做尖銳的指責，說：“我們要給你一個新手錶嗎？”然而，如果你將問題連接到他會真正關心的內容，“你不會覺得你的遲到會影響同事對你的形象感覺嗎？”，然後請他提出一個解決方案：“你認為以後如何做才會讓你可以準時開會？”

Give employees critical criticism of action

Constructive criticism is effective only when employees recognize problems and know that your criticisms are useful to them, know how to improve, and can still maintain your trust.

Often leader just show a gesture of dissatisfaction, without specific improvements, and letting critics guess how to improve by themselves, or try to find out what is the right solution.

You should ask the parties in a respectful way what choices they think are important.

For example, someone habitually gets 10 minutes late for a weekly meeting, and takes his job as an excuse.
If you just do a mild reprimand, for example, say: "Please be on time in the future.", or make a sharp criticism, said: "Shall we give you a new watch?" However, if you connect to the problem he would really care about, "You don't think you will be late. How do colleagues feel your image?", and then ask him to put forward a solution: "How do you think that you can make the meeting on time?"

幫助工作落後的員工趕上進度

到處都在要求提高工作速度，工作進度的壓力愈來愈大。我們都被期待能夠用較短的時間完成更多的工作。所以，如果你的團隊成員中有人用了太長的時間來完成他的工作，你應該怎麼辦?

首先，去找出造成拖延的源頭。或許，你的員工正在忙著應付一項新工作，或是，他是完美主義者，想要樣樣工作細節都做好。

即使你可能已經想得到可能的問題癥結，但是不要胡亂猜。直接去問當事人。如果你可以帶著好奇心詢問，你們也許會可以產生活潑的腦力激蕩，得到有效的解決辦法。

告訴他，你想要關注的重點，以及希望多久可以完成。一些完美主義者就可以知道如何調整他的工作安排。如果情況得到改善，要記得對他的努力做出肯定表示。

Help backward employees catch up with schedule

All places are under high pressure and asking to improve working efficient. The more we are looking forward to in a relatively short period of time to complete more work. So, if your team members have spent a long time to finish his work, what should you do?

First, find out the source of procrastination. Maybe your employees are busy with a new job, or he's a perfectionist, and he wants to do everything in details.

Even if you want to get the crux of the problem may have been possible, but don't guess. Just go and ask parties. If you can be with curiosity, you may ask, can have a lively brainstorming, get effective solutions.
Tell him that you want to focus attention, and hope how long to complete. Some perfectionists can know how to adjust his schedule. If the situation improves, remember to make sure that in his efforts.