按照西方的管理学里面说的,正确的做法是给别人期待值应该低,然后拿出让对方惊喜的结果( under promise and over deliver )。就好比刘墉书里说的,老板发年终奖金,一定不能提前告诉员工发多少,不然就变成你欠他们的钱了。
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The culture is also built J think on a commitment to under promise and over deliver.
我认为,这种文化也建立在信守承诺和提供超值服务的基础之上。
So it's just half of the equation and what these self-help books and messages do is over promise and under deliver, which at times can be destructive.
所以这些心理自助书籍和信息只是等式的一半,而且往往言过其实,达不到预期效果,甚至有时会造成毁灭性的后果。
Never over-promise and under-deliver future benefitsto your team members.
要时常地给予成员足够的关注——不能“过奖”而且要向团队含蓄地表示将来会有什么好处。
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