應該如何評估你的營運數據？

營運數據可以讓公司主管察覺重要的營運信息，讓他們可以做出有效的決策。但是營運數據也可能誤導，讓你做出錯誤的決策。你有必要查明你的營運數據是正確？

例如，如果你正在領導一項需要多步驟發展的項目，你知道每個步驟所需要的時間與必要的條件、實現階段目標的查核標準。

試著分辨“我不在乎這個、我不知道”，以及“做得差不多”，和“很接近了”之間的差異。

你也許必須接受“不夠完美”的事實，但是你起碼可以掌握住實際的狀況。

你可以做一些小模型來測試，也許結果還是不正確，那麼可以更進一步做深入的了解。

How should you evaluate your operating data?

Operational data can enable executives to perceive important operational information and enable them to make effective decisions. But operational data can also be misleading, making you make the wrong decisions. Is it necessary for you to find out that your operating data is correct?

For example, if you are leading a project that needs multiple steps, you know the time and the necessary conditions for each step and the verification criteria for achieving the goal of the stage.

Try to distinguish the difference between "I don't care, I don't know" and "do the same" and "very close".

You may have to accept the fact that it is not perfect, but you can at least grasp the actual situation.

You can do some small models to test, maybe the result is not right, so we can further understand.

問這些問題來培養員工的使命感

我們都想在我們所做的事情中找到意義。作為一名經理，你可以通過問幾個簡單的問題來幫助你的團隊成員培養這種內在的目標感：

1. 你擅長什麼？你相信自己是最好的人，你會接受什麼？在你的職業生涯中，你注意到了什麼？這個問題是幫助人們識別他們的長處。
2. 你喜歡什麼？在典型的每週工作中，你期待著做什麼？這些問題幫助人們發現或重新發現他們喜歡工作的地方。
3. 哪些工作成果讓你感到最自豪？您的哪些任務對團隊或組織最重要？答案可以突出某些作品的內在價值。
4. 是什麼創造了前進的動力？你今天的工作如何讓你更接近你想要的？這裡的重點是向人們展示他們目前的角色如何説明他們朝著未來的目標前進。

Ask these questions to cultivate a sense of mission

We all want to find meaning in what we do. As a manager, you can help your team members develop this inner sense of goal by asking a few simple questions:

1. What are you good at? You believe that you are the best person, what will you accept? What did you notice during your career? The question is to help people identify their strengths.
2. What do you enjoy? What do you expect to do in a typical weekly job? These questions help people discover or rediscover where they like to work.
3. What do you feel most proud of? What are the most important tasks for your team or organization? The answer can highlight the intrinsic value of some of the works.
4. What created the momentum for progress? How do your work today bring you closer to what you want? The focus here is to show people how their current role shows them how they are moving towards their future goals.

在給予彈性工作安排之前考慮公平性

當一個員工來找你要求一個彈性的時間表時，你可能會想說“OK”。但是給一個人量身定制的工作條件很容易被視為偏袒。在說“OK”或“不行”之前，問自己三個問題：

1. 員工要求什麼？為什麼？如果請求有正當的理由，其他人就會更容易理解。
2. 我能和其他團隊成員溝通嗎？如果有困難，很有可能其他人會發現交易可疑。
3. 說“OK”會給別人帶來困難嗎？例如，如果一個人談判工作量減少了，團隊的其他成員可能不得不為他們負責。

彈性工作已經被證明可以增加員工的參與度和生產力，所以你應該儘量在可能的時候給予這些安排。在你做之前，仔細考慮一下對團隊的影響。

Consider fairness before giving flexible working arrangements

When an employee comes to you to ask for a flexible timetable, you may want to say "OK". But the working conditions tailored to a person are easily seen as partiality. Before you say "OK" or "no", ask yourself three questions:

1. What does the employee ask for? Why? If the request is justified, others will be easier to understand.
2. Can I communicate with other team members? If it is difficult, it is likely that other people will find that the transaction is suspicious.
3. Say "OK" will bring difficulties to others? For example, if a person's negotiation workload is reduced, the other members of the team may have to be responsible for them.

Flexible work has been shown to increase employee engagement and productivity, so you should make these arrangements as much as possible. Before you do it, consider the impact on the team.