绩效面谈 Performance Review
Dialogues
Dialogues 1
中文
经理：小李，欢迎你参加这次绩效面谈。首先，我想回顾一下你过去一年的工作表现。
小李：好的，经理。我很乐意与您讨论。
经理：你去年完成了几个重要的项目，比如XX项目和YY项目，总体表现不错。尤其在XX项目中，你独立完成了关键部分，展现了很强的解决问题的能力。
小李：谢谢经理的肯定。在XX项目中，我也学习到了很多，也发现了自己的一些不足，比如时间管理方面。
经理：是的，我们也注意到你在时间管理上还需要改进。你有什么想法吗？
小李：我打算学习一些时间管理的方法，比如GTD。我也会更合理地安排工作任务。
经理：很好，这是一个很好的计划。我们公司也提供一些时间管理培训，你可以考虑参加。
经理：除了这些，你对未来一年的工作有什么规划吗？
小李：我希望能够参与更多具有挑战性的项目，进一步提升我的专业技能。
经理：这是一个积极的态度，我们会根据你的能力和公司的需求安排你的工作。希望你在未来一年取得更大的进步。
拼音
English
Manager: Li, welcome to your performance review. First, I'd like to review your work performance over the past year.
Li: Okay, Manager. I'm happy to discuss it with you.
Manager: You completed several important projects last year, such as Project XX and Project YY. Your overall performance was good. Especially in Project XX, you independently completed a crucial part, demonstrating strong problem-solving skills.
Li: Thank you for the affirmation, Manager. In Project XX, I also learned a lot, and I also found some of my shortcomings, such as time management.
Manager: Yes, we also noticed that you still need to improve your time management. Do you have any thoughts?
Li: I plan to learn some time management methods, such as GTD. I will also schedule my tasks more reasonably.
Manager: That's great, that's a good plan. Our company also offers some time management training, you can consider participating.
Manager: Besides these, do you have any plans for your work in the coming year?
Li: I hope to participate in more challenging projects to further improve my professional skills.
Manager: That's a positive attitude; we will arrange your work based on your abilities and the company's needs. I hope you make greater progress in the coming year.
Common Phrases
绩效面谈
Performance review
Cultural Background
中文
绩效面谈在中国企业中越来越普遍，通常在年底或季度末进行。
面谈过程通常比较正式，需要提前准备相关材料。
在面谈中，既要肯定员工的成绩，也要指出不足之处，并提出改进建议。
注重双向沟通，让员工有充分表达的机会。
拼音
English
Performance reviews are common in many companies and are typically conducted annually or semi-annually.
The review process is usually formal, and employees should prepare beforehand.
The review should acknowledge both achievements and areas for improvement, with suggestions for development.
Two-way communication is important to ensure the employee feels heard and understood.
Advanced Expressions
中文
“基于目标的绩效考核”
“360度绩效评估”
“胜任力模型”
拼音
English
"Goal-oriented performance management"
"360-degree performance appraisal"
"Competency model"
Cultural Taboos
中文
避免直接批评员工的个人缺点，应侧重于工作表现和改进建议。避免在公开场合进行绩效面谈。
拼音
bìmiǎn zhíjiē pīpíng yuángōng de gèrén quēdiǎn，yīng cèzhòng yú gōngzuò biǎoxiàn hé gǎijìn jiànyì。bìmiǎn zài gōngkāi chǎnghé jìnxíng jìxiào miàntán。
English
Avoid directly criticizing an employee's personal shortcomings; focus on work performance and suggestions for improvement. Avoid conducting performance reviews in public.Key Points
中文
根据员工的职位、经验和能力，调整面谈的深度和广度。注意倾听员工的反馈，并给予积极的回应。
拼音
English
Adjust the depth and breadth of the review based on the employee's position, experience, and abilities. Listen carefully to the employee's feedback and respond positively.Practice Tips
中文
反复练习对话，直到能够流畅自然地表达。
模拟不同的场景和情况，提高应对能力。
可以与朋友或同事一起练习，互相帮助改进。
拼音
English
Practice the dialogue repeatedly until you can express yourself fluently and naturally.
Simulate different scenarios and situations to improve your ability to respond.
Practice with friends or colleagues to help each other improve.