原作者：
來源8 Habits Of Highly Effective Google Managers
譯者sissi_chenGoogle's "people operations" team (HR) has applied the Google Way (data analytics) to management analysis and developed a manifesto entitled Eight Habits Of Highly Effective Google Managers.谷歌公司的「人員管理」團隊（人力資源）開始使用谷歌數據分析軟件進行管理分析，並總結出一套理論，叫做谷歌高效能經理人的8個習慣。
Google has used this manifesto to turn crappy managers into acceptable ones.谷歌用這套理論已經將蹩腳的經理成功轉型為有效的管理人員。
How?那是怎麼做的呢？
By teaching them the basics.就是向經理人傳授管理要領。
Specifically, the manifesto has helped engineering geniuses who know how to write code but have no idea how to manage people learn how to manage people.特別指出的是，這套理論讓天才工程師學會了管理人員，他們以前只知道怎樣寫代碼，對管理一竅不通。
Not surprisingly, it turns out that the eight habits of highly effective Google managers are the same as the eight habits of highly effective managers everywhere!不足為奇的是，這套理論總結出的谷歌高效能經理人的8個習慣，與世界各地的高效能經理人的習慣一模一樣。
Courtesy of the New York Times, which edited the Google manifesto and wrote more about it here, here are the eight habits of highly effective Google managers and three pitfalls. The "good habits" are listed in order of priority, from most-important to least-important.感謝紐約時報，在此將谷歌的這套管理理論進行編輯整理，以下是谷歌高效能經理人的8個習慣和3個陷阱。這些「好習慣」是按照優先順序排列的，從最重要的習慣開始。
EIGHT HABITS OF HIGHLY EFFECTIVE MANAGERS高效能經理人的8個習慣
1. Be a good coach1，當一名好教練
* Provide specific, constructive feedback, balancing negative and positive*向員工提供具體的、有建設意義的反饋，並能夠衡量利弊
* Have regular one-on-ones, presenting solutions to problems tailored to the employee's strengths*經常與員工進行一對一的交談，針對員工的強項提出解決問題的方案
2. Empower your team and don't micro-manage2，下放權力，不要事無鉅細
* Balance giving freedom to your employees while still being available for advice*酌情給員工一定的工作自由發揮，但隨時能提供建議
* Make "stretch" assignments to help them tackle big problems*佈置有「彈性」的任務，幫助員工找出重要問題
3. Express interest in employees' success and well-being3，向工作出色和生活幸福美滿的員工表達自己的感受
* Get to know your employees as people, with lives outside of work*瞭解員工工作以外的生活，把他們當作朋友
* Make new folks feel welcome, help ease the transition*讓新員工感受到你的熱情，幫助他們盡快適應工作環境
4. Be productive and results-oriented4，注重工作取得的成績，以結果為導向
* Focus on what you want the team to achieve and how employees can help achieve it*重點關注你希望自己帶領的團隊取得怎樣的成績，以及你的員工如何才能達到這個目標
* Help the team prioritize work, and make decisions to remove roadblocks*幫助你的團隊安排好工作的主次，掃清障礙
5. Be a good communicator and listen to your team5，善於溝通，傾聽團隊的建議
* Communication is two-way: Both listen and share*溝通是雙向的，包括傾聽和分享
* Hold all-hands meetings and be specific about the team's goals*召開全體員工會議，詳細闡述團隊的目標
* Encourage open dialogue and listen to the questions and concerns of your employees*鼓勵員工暢所欲言，傾聽員工所關心的問題
6. Help your employees with career development6，幫助員工實現職業發展
7. Have a clear vision and strategy for the team7，團隊的目標明確，戰略清晰
* Even amid turmoil, keep the team focused on goals and strategy*即便遇到不順，也要讓團隊關注目標和戰略
* Involve the team in setting and evolving the team's vision, goals, and progress*讓員工參與制定團隊的願景、目標和計劃
8. Have key technical skills, so you can help advise the team8，掌握關鍵的技術技能，這樣就能向團隊提供建議
* Roll up sleeves and work side-by-side with team, when needed*捲起袖子，在必要時與員工肩並肩奮戰
* Understand the specific challenges of the work*知曉工作中的具體挑戰
THREE PITFALLS三個陷阱
1. Have trouble making transition to team leader1，在轉型為團隊領導時遇到困難
* Fantastic individual performers are often promoted to manager without the necessary skills to lead*工作表現優秀的員工即便不具備領導的基本技能，通常也會提升為經理
* People hired from outside often don't understand the specific ways of the company*從社會上招聘的員工通常很難理解公司的具體做法
2. Lack a consistent approach to performance management and career development2，不能持續地追求業績管理和職業發展
* Doesn't help employees understand what company wants*不能讓員工理解公司的目標
* Doesn't coach employees on how they can develop and stretch*不能培訓員工如何靈活地開展工作
* Not proactive: Waits for the employees to come to them*主動性不夠：通常都是等著員工找上門
3. Spend too little time on managing and communicating3，在管理和溝通上花的時間太少
2011年3月23日 星期三
谷歌高效能經理人的8個習慣
via google.com
訂閱：
張貼留言 (Atom)
沒有留言:
張貼留言