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One decision we had to make was how to introduce Performance Management. We decided to start by focusing on a small number of units, but ones where we would have the greatest impact. And that meant the seven distribution centres, even though they presented more of a challenge than the stores. We felt that if we succeeded in raising morale there, it would have a knock-on effect on the stores.
我們必須決定如何引入績效管理。我們決定從關注少數幾個單元開始，這些單元會對我們產生最大的影響。也就是七個配送中心，盡管它們比商店更具挑戰性。我們覺得，如果我們能成功地提高那里的士氣，就會對商店產生連鎖反應。
So what is 'Performance Management'? It's a systematic, data-based approach to managing people, identifying the specific behaviours that we need from our staff and reinforcing those behaviours through recognition and reward. One of our first tasks was to identify the key behaviours needed to carry out the responsibilities of every post. This was the starting point for ensuring that each employee was best placed to use their own specific talents. I'm pleased to say it's working very well. Then we gave every employee a checklist of ten behaviours they need if they're going to perform their jobs well.
那么什么是“績效管理”呢？這是一種系統的、基于數據的方法，用于管理人員，識別我們需要從員工那里得到的具體行為，并通過認可和獎勵來強化這些行為。我們的首要任務之一是確定執行每個崗位職責所需的關鍵行為。這是確保每個員工都能最好地發揮自己的特長的起點。我很高興地說它運轉得很好。然后我們給每個員工一張清單，上面列有他們想要做好工作所需要的10種行為。
Managers and supervisors check each employee's performance at least once a day, and give them feedback and symbolic rewards a variation on the gold star system.
經理和主管每天至少檢查每位員工一次，并給他們反饋和象征性獎勵，這是金星系統的一個變體。
