????“所得并非所值,，有所求才能有所得,。”

????談判專家萊斯特?嘉洛斯

????“重復(fù)才能實(shí)現(xiàn)溝通,。重復(fù),、重復(fù)、再重復(fù),?！?/p>

????廣告大師李?yuàn)W?貝納

????最近，一位來(lái)自中國(guó)的讀者給我們發(fā)來(lái)了下面這封電子郵件：

????“我是一位營(yíng)銷業(yè)務(wù)負(fù)責(zé)人,，跟老板不在同一間辦公室,。我從來(lái)沒(méi)有聽(tīng)到過(guò)她對(duì)我有什么負(fù)面評(píng)價(jià)，所以我想她對(duì)我的工作成績(jī)感到滿意,。但最近我要求漲工資時(shí)遭到了她的拒絕,。她告訴我，她沒(méi)有在我的工作中看到多少亮點(diǎn),。實(shí)際上,，我工作很努力，而且在沒(méi)有任何指導(dǎo)的情況下完成了許多困難的任務(wù),，因?yàn)樗浅Ｃ?。我怎么才能讓她了解到這些情況呢？我不想跟她發(fā)生爭(zhēng)執(zhí),?！薄б庵?/p>

????從這一小段文字中能很容易地感覺(jué)到，這位讀者在工作時(shí)非常努力,，而且非常愿意做出成績(jī),。但她的工作沒(méi)有得到老板的認(rèn)可，這讓她非常沮喪,。聽(tīng)起來(lái)很熟悉吧,？我聽(tīng)到這種事的頻率相當(dāng)高——亞洲地域廣闊，自己的老板在另一個(gè)國(guó)家,、另一座城市或者同一座城市的另一端生活和工作的現(xiàn)象比比皆是,。因此，員工和老板之間很容易出現(xiàn)“看不見(jiàn),，想不到”的情況,。

????以下是跟不在眼前的老板進(jìn)行溝通的五項(xiàng)建議。（實(shí)際上，如果你的老板跟你同處一室而且就在你身邊辦公,，這些建議也同樣有效?。?/p>

????1.跟老板清清楚楚地把績(jī)效標(biāo)準(zhǔn)講明白。

????給人做培訓(xùn)時(shí),，我會(huì)問(wèn)對(duì)方他們跟老板商定的績(jī)效標(biāo)準(zhǔn)是什么,，他們卻說(shuō)不清楚自己怎樣才算完成了工作，這讓我很意外,。在這個(gè)問(wèn)題上,，很多時(shí)候都沒(méi)有形成文字。這些人經(jīng)常把自己的職位描述作為參考,！實(shí)際上,，職位描述的內(nèi)容是員工要做什么樣的工作，需要具備哪些能力以及工作的主要重心等等,。它界定了員工在企業(yè)中的作用,。

????但職位描述并不足以說(shuō)明“今后12個(gè)月以及更長(zhǎng)時(shí)間內(nèi)老板對(duì)員工的具體績(jī)效有什么樣的期望？”要明確這樣的問(wèn)題,，員工和老板就得針對(duì)工作目標(biāo)進(jìn)行探討,。有時(shí)，如果公司制定了績(jī)效管理流程,，這樣的對(duì)話就會(huì)成為這個(gè)流程中的一環(huán),。很多情況下，老板和員工從來(lái)都不探討這些問(wèn)題,。在沒(méi)有明確績(jī)效預(yù)期,，更沒(méi)有白紙黑字寫下來(lái)的情況下，你們?cè)趺慈ス降卦u(píng)價(jià)自己的工作呢,？做不到,！你沒(méi)有任何辦法來(lái)左右老板對(duì)你工作表現(xiàn)的印象。到最后,，你很可能會(huì)成為失意的人,。

????如果沒(méi)有把這個(gè)問(wèn)題講得明明白白，我建議你們馬上要求跟老板開(kāi)個(gè)會(huì),，確定績(jī)效目標(biāo),，而且你們要堅(jiān)持明確以下問(wèn)題：

????? 今后12個(gè)月你要求我取得哪些具體成績(jī)

????? 如果我的工作表現(xiàn)達(dá)到預(yù)期，對(duì)我進(jìn)行評(píng)估時(shí)將采用哪些具體的績(jī)效標(biāo)準(zhǔn),？

????? 換句話說(shuō),，怎樣才能徹徹底底地確定我已經(jīng)達(dá)到了你的預(yù)期。

????不要接受含糊不清的答案和籠統(tǒng)的回答,，比如“做好工作就萬(wàn)事大吉”,。很多時(shí)候,，老板們并沒(méi)有真正考慮過(guò)這些問(wèn)題，因此他們也不是有備而來(lái),。在這種情況下,，建議他們一周后（或者一段時(shí)間以后，具體由你們商定）帶著答案再來(lái)和你見(jiàn)面,。

????“要是他們?cè)僖膊桓覐氐字v清楚我怎樣才算完成了工作，那該怎么辦,？”我就知道會(huì)有人這么說(shuō),！要是出現(xiàn)這樣的情況，你們就坐下來(lái),，自己起草一份工作績(jī)效標(biāo)準(zhǔn),，然后請(qǐng)他們過(guò)目，同時(shí)作出評(píng)價(jià),。無(wú)論如何,，如果老板或人事部門不能為你提供明確的績(jī)效標(biāo)準(zhǔn)，你們自己就要承擔(dān)起責(zé)任,，確保這些標(biāo)準(zhǔn)得到確立,。你們要采取主動(dòng)，而不是“默默忍受”,，要通過(guò)這樣的行動(dòng)來(lái)展示自己的責(zé)任感,。你們具有領(lǐng)導(dǎo)力嗎？那就采取主動(dòng)吧,。

????記?。?/strong>所得并非所值，有所求才會(huì)有所得,。

????“You don’t get what you deserve. You get what you negotiate.”

????Lester Karrass, Negotiation Expert

????“Communication works by repetition. Repeat, repeat, and repeat.”

????Leo Burnett

????Recently Fortune China received the following email from a reader in China:

????"I‘m a marketing executive. My boss is not in the same office with me. I never received bad comments from her and I thought she’s satisfied with my work result. But when I asked for a raise recently, she refused and told me she didn't see many highlights in my work. Actually, I worked hard and finished many difficult tasks without any guidance because she was so busy. How can I let her know that? I don't want to argue." – Frustrated

????From this short note it is easy to sense that the writer is working very hard, is very committed to delivering results and also very frustrated that her work is not being recognized by her boss. Sound familiar? I hear this kind of thing quite frequently---Asia is a big region and its very common to report to a boss that lives and works in a another country, another city or even far across town. As such, it’s easy for an employee to be “out of sight, out of mind.”

????Here are five tips for managingcommunication with an Absentee Boss. (In fact, these tips will work find even if your boss sits right next to you in the same office!)

????No. 1. Negotiate Crystal Clear Performance Criteria with Your Boss.

????I am always surprised when I ask people that I coach about their agreed performance criteria for their job and they aren’t able to articulate the standards of success for me. Often no written document exists. Usually they will refer to their job description! In reality, your job description outlines the kind of work you will be doing, the competencies required, key job focuses, etc. It spells out your role in the organization.

????But a job description is not enough to clarify “What specific results is the boss expecting from me in the next 12 months and over the longer term?” To get that level of clarity requires a Goal Setting Conversation. Sometimes such a conversation happens as part of the company’s Performance Management process, if such a process is in use. Often, these conversations never happen at all. Without clearly defined performance expectations, written in black and white, how are you going to get a fair evaluation of your work? You won’t! You will have zero leverage to manage their perception of your performance. And its likely you will end up frustrated.

????If you don’t have such crystal clarity, I urge you to request a Goal Setting Meeting with your boss and insist on clarifying:

????? What specific results will you hold me accountable for delivering in the next 12 months

????? What specific success criteria will be applied in order to evaluate if the results were delivered as expected?

????? In other words, how will you know, beyond all doubt that I have met your expectations.

????Don’t accept vague answers and generalizations like “just do good work and everything will be fine.” Often bosses haven’t really asked themselves these questions and so they won’t have a ready answer. If that’s the case, ask them to come back to you in a week (or other agreed time-frame) with some answers.

????“But what if they never come back with the crystal clear success criteria?” I can hear people saying! In that case, sit down and draft your own success criteria for your work and send it to them for consideration. Talk to people who have more experience and ask them to review and comment on your draft. In any case, its up to you to ensure that clear performance benchmarks are in place if the boss or HR can’t provide them for you. Show your commitment by taking the lead instead of ‘suffering in silence.’ Are you a Leader? Then lead.

????Remember: you don’t get what you deserve, you get what you negotiate.

????2. Send Your Boss a Written Copy of Your Performance Goals and Success Criteria

????Once you have agreed crystal clear performance goals and benchmarks with your boss, send them a copy via email and be sure to keep a copy posted in your workplace where you can see your goals every day. Let your boss know you are committed to achieve these, and more, and you will stay focused on the agreed goals. Refer to your goals several times a day and make sure you organize around priority work that will lead to achieving your goals. (See my previous Fortune China article on Swallowing 3 Frogs.)?