After working for a period of time, the performance is not good, how can I improve the performance?

1. Self-reflection. Usually their own work attitude.

Whether it is correct or not, if you are not serious about your work, your work performance is poor, and your performance is indeed worse than that of your colleagues, then take your shortcomings seriously, analyze the reasons, and make an improvement plan. If your performance is not worse than that of your colleagues, or there is no obvious evidence of your poor performance in performance data, it is possible that the leader has a purpose for you to leave, and you need to be prepared to negotiate your departure, such as financial compensation.

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2. Understand the company's personnel trends and whether there is a layoff plan. If there is a layoff plan, it is time to consider leaving the company to prepare for the future. If the situation is unclear, you need to be prepared for both, on the one hand, you need to actively improve your own problems, and on the other hand, you need to prepare for the direction of work after leaving the company.

If the leader wants you to improve in the future, you should sincerely reflect on your own problems, say your future improvement plan, and ask the leader's opinion. If the leader makes a supplement, record it carefully, and implement it in a down-to-earth manner.

If the leader has the intention of leaving you, then listen to the leader's specific plan. If the company is willing to take the initiative to give you financial compensation, it is enough to reach an agreement. If you want to leave your job voluntarily, you can't say yes on the spot.

After that, I went to the labor department and legal aid to fight for my legal rights.

In short, adjust your mindset and look at the performance interview positively, which will help you keep an open mind and accept the opinions and suggestions of your boss during the interview. Secondly, score your performance in advance, see which ones are not done well, carefully analyze the reasons for the poor performance, find the reasons from yourself, and try to be as deep and thorough as possible to find the root cause of the problem.

Then, for these reasons, formulate a more detailed improvement plan as much as possible, and clarify the time and target requirements. When you take the initiative to analyze the cause from your perspective and formulate improvement measures, this attitude can better win the appreciation of your boss, and he will be able to put forward better suggestions and opinions based on you. In the process of communication, you should be honest about your own thoughts, and you can't blindly shirk or take everything on yourself because you are afraid of being criticized by the leader.

Only by telling your true thoughts can your boss help you analyze the cause of the problem as much as possible, and even help you correct your perception of some problems. Take the initiative to ask for the advice of your boss and show that you want to know more about your boss's thoughts, which will help dispel your boss's concerns.

Look at what the goal is, and then find a way to achieve it, remember not to work blindly, thanklessly, and plan the work.

You can look at how the person who created high performance did it, and then refer to his methods and experience to improve your own performance.

1.Set goal milestones.

People have a natural tendency to take on challenging goals.

Setting goals can make us more motivated when we work, and most of the times we don't meet our goals is because we don't set milestones.

Setting a milestone is about breaking down the goals you hit into smaller, achievable goals.

Goal milestones allow you to see the results of your work in stages, and also allow you to work in the right direction.

Whether it's a personal or professional goal, setting milestones can improve your work performance.

2.Set up a workflow Step 1: There are repetitive and time-consuming tasks in daily work, but there is no workflow

You can start by sorting out the work you are involved in.

Draw a flowchart for each type of task. This kind of logical work can make your thinking clearer, and then improve the efficiency of your work.

Step 2: Improve your workflow.

After the previous step of the combing process, you have clearly built the framework logic of the work in your mind. Now you need to improve each link in order to improve efficiencyYou can follow the list of questions below to test whether each link is worth improving

Can this link be omitted? If it can be omitted, but it does not change the final result, then the "red tape" should be removed

Is this session duplicated with other sessions? If so, then this step should be merged with other steps in the process, usually by swapping several steps in the process with adjacent steps and then merging them into one step.

Is this part the most time-consuming? If you find that the most time-consuming part of the process, the main problem lies with you or the unreasonable arrangement of the process.

To put it simply, the steps to improve the workflow are the same as the logic of process improvement, which is to remove duplicates, merge similar items, and switch positions, without bottlenecks (the most time-consuming).

Step 3: Automate your work as much as possible.

For example, you can organize common words, be familiar with the shortcut keys of common tools, have corresponding email reply templates according to different situations, usually record your thoughts in the Zen lead library, and organize and summarize your workplace knowledge base.

Of course, if you have time, you can spend time learning how to make some automated reports.

I feel that the most time-consuming time in the workplace is when preparing various reports.

When levels of stress and burnout reach their limits, your productivity suffers as well. This is likely to lead to low-level mistakes that can put more pressure on yourself. So proper rest can also improve work efficiency.

Whether the work performance results are good or not is not only related to the team, but also to the individual. The so-called team performance is the company's incentive to employees, and we should help the company create huge profits based on achieving the company's goals and team goals. When we seek to maximize team performance, it's not about how to achieve team performance, it's about who is the ideal member to achieve it.

Selecting people is like selecting seeds, and the level of performance is determined when selecting people. Good people create better results than mediocre people. Most companies want to improve employee performance by establishing a sound performance management system.

Their focus is limited to the management of day-to-day affairs. Trying to solve people's problems with management tools and spending more time solving problems caused by unsuitable people. One of the most obvious aspects of the training system is that values make up a large proportion of the overall training system.

At the beginning of team building, values are used as the selection criteria, and after team building, there must be not only clear goals, but also requirements for internal sharing and assistance, so that all members can not only be motivated, but also quickly master the necessary skills. This requires team members to trust each other, share resources, be able to work closely together, and be willing to give each other the necessary support in a timely manner, with the overall benefit of the team at the forefront. When there is a conflict between individual interests and collective interests, the ability to make decisions from the perspective of safeguarding the collective interests, not being bothered by immediate interests, and being able to support the team's strategic planning and planning from a long-term perspective.

When team members have team spirit, holistic awareness, and a long-term perspective, it is more conducive to performance. Teamwork can improve the overall performance of the team, in the daily management of the enterprise, many teams can not achieve cooperation, team members pay more attention to their own interests, ignore the overall interests of the team, are unwilling to guide others to grow and share their own resources, therefore, can not form close cooperation. Individual goals or small team goals have been achieved, but the overall goals of the company have not been achieved.

No, it also has a certain relationship with the individual, if your ability is very good, it will make your work performance result very good, you have to improve your ability, don't make some excuses to avoid responsibility.

Not necessarily. Because poor job performance results can be the fault of individual employees, it does not necessarily depend directly on the team.

Basically, work performance is generally determined by the team, and if the team is not well managed, the performance will generally not be too good.

1. The "PREP mode" to improve the efficiency of communication and expression at work.

The prep model says that the conclusions, opinions (

62616964757a686964616fe4b893e5b19e313334336463666p), and then talk about the reasons and basis for supporting the conclusion (r), and then talk about the specific case (e) that can support the conclusion, and then reiterate the conclusion (p). We are accustomed to the logic of "because of this, so that" in daily communication, this method is actually not conducive to the other party to quickly understand what you want to say, the other party needs to listen patiently to you, before you know what you want to say. The conclusion is the opposite, the other party knows what you want to say as soon as they come, and then follows your train of thought to understand the specific reasons, basis and other details (clear and hierarchical).

Therefore, when you talk in a normal way, you should get rid of the habit of saying whatever comes to mind, first organize the "prep mode" of expressing the problem in your mind, and then start with the conclusion. This method model is suitable not only for oral expression, but also for written expression.

2. The "OKR work method" to improve the efficiency of task completion at work.

The "O" in the OKR approach refers to Objective; "kr" is the key results. The OKR work method is to set a clear direction and achievable goal in a period of time, and then set 3-5 specific key indicators to measure whether the goal is achieved to ensure that the goal is achieved. The method is suitable for teams as well as for individuals.

3. The learning method to improve work efficiency and ability is "fast reading method".

In order to do our work better, we need to do a lot of reading and studying. When reading and studying, you can no longer read slowly word by word like when you were a student, because it is inefficient and unnecessary, you must learn to read quickly. Speed reading is a kind of reading that reads many words at a glance, and a kind of selective reading.

When I read a book, I usually read at a speed of two or three thousand words a minute (mastered by learning "elite speed reading"), and in the process of reading, I find what I am interested in, what is important to me, and what I don't understand, and then I slow down a little bit to read. Even if you can't read quickly, try to read as fast as possible, and read selectively and purposefully as needed.

Improving your ability to work requires the gradual accumulation of these skills.