????3. 為自己取得的進展打廣告。拿上文中那位自稱“失意之人”的讀者來說，她的注意力顯然都放在了出色完成工作和實現自己的目標上。然而，由于老板離她很遠，她的表現在老板的心里可能沒有占據太多的位置。實際上，老板也是人，而且非常忙。你們不能指望他們記住你在工作上的出色表現，特別是在他們不會每天都見到你而他們自己又“日理萬機”的情況下。因此，就像人們常說的，“廣告值得一做”。你們可以通過下面這些辦法來引起老板的注意：

????? 每實現一個重大目標就給老板發一封電子郵件，說明詳情，同時把它們跟你和老板商定的完成工作的標準聯系起來。郵件要簡短，措辭要親切，還要把這些郵件備份。

????? 每個月都向老板提交一份簡報，具體說明你在向著目標邁進的過程中取得了哪些進展。簡報同樣也要備份。

????? 涉及具體事務時，拍張照片，然后用郵件發出去，同時備份。

????? 當你需要建議卻找不到老板時，積極地去找建議，從身邊的人那里收集思路、建議和反饋。把自己從中學到了什么，做了什么，都形成文字并打印出來，然后交給老板。自己留個備份。

????久而久之，你就能穩步建立起一份有力的檔案，其中記錄的事例都能證明你工作出色，有責任感，當然也能證明你的成就。進行工作考評時，你自然就會把這份材料擺在老板的面前。

????4. 堅持定期考評。許多企業在制定了目標后，可能只會在6個月以后對工作進展進行一次正式考評。如果老板身在他鄉，這樣的做法永遠也不會有什么好的效果。也許那位“失意”讀者就碰到了這樣的情況。

????這時你們能做什么呢？安排跟老板在電話上進行30分鐘的交流，每個月至少一次，讓老板快速考評一下你的表現，同時了解一下你都有哪些問題。利用這個機會來提出自己面臨的問題，同時請老板予以指導和提供反饋。要定期向老板明確提出這樣的問題：“根據我們商定的完成工作的標準，你覺得我干得怎么樣？”如果反饋很模糊，比如“干得不錯！”，那就對他們說：“你覺得我具體在哪些方面干得不錯？”把老板的回答寫下來。就這次通話寫一份報告，內容包括所有的積極評價和需要改進的地方，然后把報告交給老板。自己留個備份。

????5. 準備好‘速勝’并為自己取得成功而慶祝。明確了自己要實現的目標后，立即坐下來，開動腦筋想出兩、三個符合績效標準的“速勝”點。專心致志地在每年的前四個月做出這些基準績效，以便實實在在地展現工作進展。它們可以是一些小成就，但必須是反映工作進展的真憑實據，而且要一目了然：任何看到這些業績的人都會相信你正在沿著正確的方向加速前進。取得一場速勝后，請幾個人來吃個蛋糕，喝上幾杯，再拍張照片來慶祝你的勝利。以此作為你“廣告攻勢”的一部分，以便讓自己一年到頭都受到老板的關注。

????從這五項建議中很容易看出，讓別人注意到你的表現和成就是你自己的責任，這種情況不會自動出現。重復才能實現溝通。讓我再說一遍：重復才能實現溝通。在不惹人討厭的情況下，利用所有的機會來保持跟老板的順暢溝通，讓他們一年到頭都能看到你出色的工作。這樣做是不是非常麻煩呢？也許吧。但成功人士都知道，要想確保自己跟老板探討加薪問題時得到公平的評估，唯一的辦法就是設法跟老板保持溝通。

????最后，我要對那位“失意”讀者說：今年也許太晚了，但你可以回顧一下今年初以來的情況，同時整理出一份案例分析，以此來說明盡管老板不在場，你仍然取得了重大的工作成果，而且還做出了許多貢獻。把這些都放進一個PowerPoint文檔里，再把這個文檔發給你的老板，同時請他們給你一個機會，向他們做一番介紹。此外，積極圍繞這五項建議來安排自己的工作，這樣你的信心就會大增，就會相信明年自己能夠得到應有的認可。

????致老板：

????? 如果你希望自己的團隊有更好的表現，卻又不給每一名團隊成員設定一清二楚的績效目標，請醒醒吧，從現在開始就要表現得像一位真正的團隊負責人。

????? 花點兒時間來認真考慮一下你想要什么，你要怎樣來考評他們的表現，這對你和你的團隊來說都是最好的做法。人們需要清晰的績效目標，如果他們表現不好，你就可能丟掉工作。

????模糊不清的目標會帶來含糊的表現，最優秀的員工就會帶著自己的技能另謀高就。

????? 當你的團隊成員向你尋求幫助，同時要求澄清績效標準的時候，滿足他們的要求，而且還要定期向他們提供反饋并且自始至終地予以指導。對21世紀的老板來說，這是最低的要求。（財富中文網）

????譯者：Charlie

????3. Advertise Your Progress. In the case of the frustrated reader, above, it seems clear that she was focused on doing great work and achieving her goals. But since her boss is far away in another location, its likely that her performance did not achieve a very high “Share of Mind.” The reality is, bosses are human and very busy and you cannot rely on them to simply remember your good work, especially when they don’t see you everyday and they have a thousand other things on their mind. So, as the saying goes “It pays to advertise.” Here are some ways to stay on your bosses radar:

????? Send an email every time you achieve something significant, giving specifics and linking them to your agreed success criteria. Keep it short and sweet. Save a copy.

????? Send a brief report every month with details of progress you have made towards your goals.Save a copy.

????? When there is something tangible involved, make photographs and send them via email.Save a copy.

????? When your boss is not available and you need advice, proactively seek it out, get ideas and suggestions and feedback from people in your location. Type up some notes on what you are learning and doing and send to your boss. Save a copy.

????Over time you are steadily building a strong case file, full of evidence of your good work and your commitment, and of course, your achievements. Naturally you will bring this material to your boss’s attention when it is time for a review.

????4. Insist on Regular Reviews. In many organizations, once goals are set there may be only one formal review of their progress after 6 months, or, quite often there is a review only after 12 months. If the boss is far away, that is never going to work out well. Perhaps this is what happened to our Frustrated Reader!

????What Can You Do?Arrange a 30-minute phone call with your boss at least once a month to quickly review your performance and any issues you are having. Use the opportunity to flag any issues you are having and ask for coaching and feedback. I can’t stress enough the value and importance of explicitly asking your boss, on a regular basis “How do you feel I am doing based on our agreed success criteria.” If the feedback is vague, such as “Well Done!” ask them “what, specifically did you think I did well?” Write it down. Write up a report of the call, including any positive comments and areas for improvement, and send it to your boss. Save a copy.

????5. Plan for some ‘Quick Wins’ and Celebrate Your Successes. As soon as you have clarity about the results you need to deliver, sit down and brainstorm 2-3 ‘Quick Wins’ that fit the agreed performance criteria. Commit yourself to achieving these benchmark achievement that demonstrate tangible progress within the first four months of the year. They may be small, but they need to be real evidence of progress and they need to be unambiguous: anyone seeing these results would be convinced you are achieving momentum in the right direction. When you achieve a Quick Win, get a few people together over a cake and drinks and take a photo to commemorate your victory. Use this as part of your Advertising Campaign to say on your boss’s radar throughout the year.

????From these 5 tips, its easy to see that creating awareness of your performance achievements is your responsibility and it isn’t going to happen by itself. Communication works by repetition. Let me repeat that: Communication Works By Repetition. Without becoming a nuisance, use every opportunity to maintain open communication channels with your boss and keep your good work on their radar screen throughout the year. Is this a lot of trouble? Perhaps. But successful people know that managing ongoing communication with the boss is the only way to be sure you will be fairly evaluated when its time to talk about a raise.

????Finally, to our Frustrated Reader: it may too late for this year but you could go back through the year and assemble a Case Study that demonstrates your notable achievements and the many contributions you made even though you had an Absentee Boss. Put it all in a PowerPoint and send it to your boss and ask for the chance to present your case to them. Better still, organize yourself proactively around these 5 tips and you will be much more confident of getting the recognition you deserve next year.

????A Note to the Bosses:

????? If you are hoping to get better performance from your team and are trying to do so without setting crystal clear performance objectives with each and every member, please wake up and start acting like a real leader.

????? It is in your best interests as well as your team’s best interests to take the time to really think about what you want and how you are going to evaluate performance. People need clarity to perform and if they don’t perform its going to be your job on the line.

????? Fuzzy goals will get you fuzzy performance and the best people are going to take their skills elsewhere.

????? When your team members reach out to you and ask for clarity, give it to them and give them regular feedback and coaching throughout the year. That’s the very least to expect from a boss in the 21st Century.