接到老闆給的負面績效評估，多想想再回覆

沒有人喜歡接到老闆的負面績效評估，尤其是你認為這樣的負面評估是錯誤的。但是，在你向老闆表示抗議不同意前，最好先閉嘴。

相反的，你可以這樣說：“這項評估令人吃驚。我想仔細考慮一下，在成為正式記錄前，我想再談一談。我可以在一兩天內給你回覆嗎？“

這樣可以讓你的老闆知道你關心的是評估的準確性，而不需要立即解决問題。那就睡吧。想想你過去一年的表現，想一想你老闆的評估是否有可能達到目標，或者至少不是那麼值得一提的。

After receiving negative performance evaluation，self-review thoughtfully before reply

No one likes to get negative evaluations from bosses, especially if you think that negative evaluations are wrong. But you'd better shut up before you protest against your boss.

Instead, you can say, "this is a surprise. I want to think about it. I want to talk about it before it becomes a formal record. Can I give you a reply in one or two days?"

This can let your boss know that you are interested in the accuracy of the evaluation, and do not need to solve the problem immediately. You should have a sleep. Think of your performance over the past year, want to think of your boss's evaluation of whether it is possible to achieve the goal, or at least not worth mentioning.

如何回應員工的加薪要求？

你的直屬員工來向你提出加薪的要求，而管理好員工的工資水平和他的期望，他的工作績效，是你能夠成功領導團隊的重要元素。你應該如何回應他的加薪要求？

無論你是否直覺的認為他的要求合不合理，你的第一個反應，應該表現出你的好奇心。你可以這樣問：“告訴我更多，”這樣的回應，不會讓他感覺到你有意拒絕，而他會說出更多可以讓你評估的更多的資訊，他為何認為自己應該獲得加薪？

你要保持中立，而說：“謝謝你讓我知道這些。我會深入考慮。我會在2周內給你回覆。”

然後，你要考慮這名員工對你、對團隊、對公司的重要性，再和你的上司與HR人事部門討論，決定這名員工應該值得的公平工資。

How do you respond to employees' salary increases?

Your immediate employees ask you for a raise in salary, and managing the salary level and expectations of your employees is the important element that you can successfully lead the team. How do you respond to his salary raise requirements?

Whether or not you intuitively that his request is reasonable, your first reaction, should show your curiosity. You can ask: "Tell me more," such a response, not let him feel that you deliberately to refuse, and he would say more information can help more on your evaluation, why he think he should get a raise?

You have to be neutral and say, "Thank you for letting me know. I'll think deeply. I'll give you a reply in 2 weeks."

Then, you should consider the importance of this employee to you, team and company, and discuss with your boss and HR personnel department to decide the fair wage that the employee should be worth.

如何讓團隊運作起來？

多數的領導者知道必須協助團隊訂出工作目標，但是領導者的工作不應只有如此，你必須同時建立起團隊運作的機制。

以下是你必須採取的行動：

1. 角色與責任。每位成員都必須知道他們負責的工作，以及知道如何才能做出貢獻來達到團隊的整體目標。
2. 工作程序。你不需要整理出全部的作業程序文件，但是必須定義出一些基本規則，例如決策、授權與溝通方式。
3. 互動規則。建立起團隊文化。讓大家討論分享價值觀，以及塑造團隊間權力與義務的互動模式。
4. 績效評估機制。你會如何看待團隊成員的績效？定義出評估達成目標的績效辦法，以及未達成目標的後果。

How to make the team work?

Most leaders know that they have to help the team set goals, but the leader's job should not be the only one, you have to set up a team operating mechanism at the same time.

Here are the actions you must take:

1. Roles and responsibilities. Every member must know what they are responsible for and how they can contribute to the overall goals of the team.
2. Work procedure. You don't have to organize all the operating procedures, but you have to define some basic rules, such as decision-making, authorization, and communication.
3. Interaction rules. Build team culture. Let's talk about sharing values and shaping the interactive mode of power and obligation between teams.
4. Performance evaluation mechanism. What do you think of team members' performance? Define performance measures for assessing goals and the consequences of failure to achieve them.