BA NGUYÊN TẮC TRONG VIỆC ĐÁNH GIÁ KẾT QUẢ LÀM VIỆC CỦA NHÂN VIÊN

NGUYÊN TẮC 1: ĐÁP ỨNG LỢI ÍCH CỦA KHÁCH HÀNG

Làm việc gì để có lợi cho khách hàng?

Khách hàng có hài lòng với sản phẩm của chúng ta hay không là yếu tố quyết định để họ mua hàng của chúng ta, cũng là nguyên tắc quan trọng đánh giá thành quả làm việc của người quản lý và nhân viên. Ở góc độ nào đó, cho dù là người quản lý hay là nhân viên, cũng đều phải vận dụng triệt để khả năng của mình trong công việc để có thể đáp ứng nhu cầu lợi ích của khách hàng. Người tiêu dùng chính là người phán quyết cuối cùng trong việc đánh giá kết quả làm việc của nhân viên.

Chúng ta hãy lấy ví dụ người bệnh đến bệnh viện khám bệnh để  hiểu rõ về vấn đề khách hàng cần chúng ta đáp ứng lợi ích ở những phương diện nào. Trong quá trình khám bệnh, bệnh nhân coi trọng vấn đề gì đầu tiên? Đương nhiên là họ muốn biết bác sĩ chẩn đoán bệnh tình của mình, nguyên nhân gây bệnh và biện pháp chữa trị, đồng thời dùng ngôn ngữ mà bệnh nhân có thể hiểu để thông báo cho bệnh nhân biết. Điều này thể hiện điều kiện thứ nhất trong nhu cầu tiêu dùng của người tiêu dùng, đó là tính chính xác. Đây cũng là nhu cầu cơ bản nhất của người tiêu dùng đối với các dịch vụ.

Ngoài việc để các bác sĩ chẩn đoán chính xác bệnh tình của mình và nhận được lời khuyên của các bác sĩ chuyên khoa, vấn đề thứ hai mà bệnh nhân quan tâm chính là đơn giản hóa các thủ tục khám chữa để nhanh chóng được chữa trị, thời gian chờ đợi được khám không quá lâu. Đặc biệt với những loại bệnh cấp tính và nghiêm trọng, chờ đợi lâu có thể gây nguy hiểm đến tính mạng của bệnh nhân. Điều này thể hiện điều kiện thứ hai trong nhu cầu tiêu dùng của người tiêu dùng, đó là sự tiện lợi.

Do thể chất và tinh thần đều ốm yếu nên trong quá trình khám bệnh, bệnh nhân luôn muốn được người khác quan tâm. Người quan tâm đến bệnh nhân có thể là bác sĩ, y tá, cũng có thể là bất cứ người nào trong bệnh viện, chỉ cần có người ở bên cạnh bệnh nhân nói chuyện, tôn trọng và quan tâm đến họ là được. Đây là điều kiện thứ ba trong nhu cầu tiêu dùng của người tiêu dùng, đó là mối quan hệ thân thiện.

Cuối cùng, sau khi khám bệnh xong, bệnh nhân hi vọng bác sĩ cho họ lời khuyên về cách chữa trị, sinh hoạt, ăn uống… Bác sĩ không chỉ cần nói cho họ biết những điều chú ý khi uống thuốc, mà còn phải nhắc nhở họ cần chú ý điều gì trong cuộc sống hàng ngày để bệnh thuyên giảm nhanh và bình phục tốt. Đây là điều kiện thứ tư trong nhu cầu tiêu dùng của người tiêu dùng: Tư vấn phục vụ.

Có thể nói, “Khách hàng là Thượng Đế”, họ là nguồn thu lợi nhuận, là nguồn tăng doanh thu của doanh nghiệp. Do đó, chỉ cần kết quả làm việc của chúng ta đáp ứng nhu cầu lợi ích của khách hàng, doanh thu của doanh nghiệp sẽ không ngừng tăng lên. Người quản lý doanh nghiệp cần đặc biệt coi trọng vấn đề này. Còn nhân viên trong quá trình sản xuất và phục vụ khách hàng cũng cần chú ý đặt lợi ích của khách hàng lên hàng đầu.

NGUYÊN TẮC 2: PHÁT HUY SỞ TRƯỜNG CỦA NHÂN VIÊN

Làm việc gì để có lợi cho nhân viên?

Là người quản lý doanh nghiệp, chúng ta nên hiểu rằng, chỉ có phát huy được sở trường và ưu thế của nhân viên thì mới có thể tạo ra hiệu quả khích lệ đúng đắn, tích cực nhất, mới khiến nhân viên làm việc có hiệu quả cao và tạo ra giá trị lớn nhất cho doanh nghiệp.

Thành tích kinh doanh của doanh nghiệp là do nhân viên phát huy sở trường của mình tạo ra. Nhân viên phát huy sở trường của mình là yếu tố quan trọng bảo đảm nhân viên làm việc tích cực và doanh nghiệp kinh doanh hiệu quả. Do vậy, có thể phát huy sở trường của nhân viên là tiêu chuẩn đánh giá xem tiêu chuẩn thành quả của doanh nghiệp đó có đúng đắn hay không. Theo một nghĩa nào đó, đối với người quản lý và bộ phận nhân sự, phát hiện và phát triển tiềm năng, sở trường của nhân viên là một trong những nội dung công việc cần thiết. Trong một doanh nghiệp, nếu có bộ phận quản lý nhân sự hợp lý sẽ có thể phát huy hết tiềm năng và sở trường của nhân viên. Mỗi doanh nghiệp đều có rất nhiều nhân viên, họ đều có sở trường và ưu thế riêng, đồng thời cũng có khuyết điểm riêng. Người quản lý giỏi sẽ khai thác được giá trị của nhân viên đó, đồng thời dùng phương pháp khích lệ thích hợp để hướng dẫn và khai thác năng lực của họ.

Ví dụ

Chicago Bulls là đội bóng rổ thuộc Hiệp hội Bóng rổ quốc gia (NBA) của Mĩ, đã từng đạt được nhiều thành tích vẻ vang. Dennis Keith Rodman là vận động viên bóng rổ chuyên nghiệp của đội Chicago Bulls. Anh rất giỏi trong việc tranh cướp bóng và phòng thủ xuất sắc, đã từng được mệnh danh là “Vua bóng rổ”. Nhưng Keith Rodman cũng là một người có tính cách cổ quái. Trên sân bóng, ngoài kĩ thuật chơi bóng xuất sắc thì cách ăn mặc quái dị, kiểu đầu kì quái và các đồ trang sức đeo trên người khiến anh trở thành “ngôi sao” trong việc thể hiện cá tính của mình. Ngoài ra, vấn đề tuân thủ kỉ luật của anh trong mỗi mùa giải cũng khiến huấn luyện viên rất đau đầu.

Năm 1997, đội Chicago Bulls bàn bạc với Dennis Keith Rodman về mùa giải mới và cuối cùng cũng kí được hợp đồng mang tính tích cực với Dennis Keith Rodman. Hợp đồng quy định sẽ trả cho Dennis Keith Rodman với mức lương thấp nhất là 4.500.000 USD, nếu anh cố gắng hơn sẽ nhận được mức thưởng là 5.000.000 USD. Mức thưởng này gắn liền với biểu hiện cố gắng của anh. Ví dụ, nếu số lần đánh bóng của anh nhiều hơn số lần để mất bóng thì sẽ được thưởng 100.000 USD; Nếu trong mùa giải, anh đạt danh hiệu “Vua bóng rổ” một lần nữa thì sẽ được thưởng 1.500.000 USD; Nếu có thể tham gia tất cả các trận đấu thì anh sẽ được 1.000.000 USD…

Những biện pháp mang tính thực tiễn này đã khích lệ Dennis Keith Rodman phát huy khả năng cao nhất, anh không những chỉ chơi một trận, mà còn đoạt được danh hiệu “Vua bóng rổ” của mùa giải. Cuối cùng, đội Chicago Bulls đã đạt được thành công lớn và đoạt chức quán quân của NBA năm đó.

Nếu là một người quản lý doanh nghiệp, bạn sẽ đối mặt với những nhân viên có nhiều khuyết điểm nhưng đồng thời lại có nhiều sở trường và khả năng như thế nào? Nếu chúng ta chỉ nhìn vào khuyết điểm, coi nhẹ sở trường của họ, suy đi tính lại, ta sẽ thấy họ là người chẳng thể làm được việc gì. Cách suy nghĩ này không đúng chút nào. Con người ai cũng có ưu điểm và khuyết điểm. Điều người quản lý nên làm là nghĩ cách khích lệ nhân viên đó phát huy sở trường và tiềm năng của mình, tạo ra lợi ích cho doanh nghiệp. Chỉ cần người quản lý nghĩ được và làm được như vậy, lợi ích của doanh nghiệp sẽ tăng cao.

Đương nhiên, có rất nhiều cách để khích lệ nhân viên phát huy sở trường. Ví dụ, FedEx là một tập đoàn chuyển phát nhanh nổi tiếng thế giới. Người quản lý của tập đoàn rất giỏi phát hiện ra sở trường và chuyên ngành của mỗi ứng viên khi tham gia thi tuyển vào làm tại tập đoàn. Sau khi họ trúng tuyển, tập đoàn FedEx luôn cố gắng tạo môi trường làm việc thoải mái nhất, tạo điều kiện làm việc tốt nhất cho nhân viên, khiến họ có thể phát huy sở trường của mình ở các vị trí, tạo ra thành tích cho tập đoàn và có cống hiến lớn đối với sự phát triển của tập đoàn. Là người quản lý, chúng ta nên coi tập đoàn FedEx là tấm gương, áp dụng các biện pháp phù hợp với điều kiện của doanh nghiệp và tình hình cụ thể của nhân viên để dẫn dắt nhân viên phát huy sở trường, thực hiện chiến lược đôi bên cùng có lợi.

NGUYÊN TẮC 3: PHÙ HỢP VỚI MỤC TIÊU SỨ MỆNH CỦA CÔNG TY

Làm việc gì để có lợi cho công ty?

Trong doanh nghiệp, người quản lý nào cũng thích nhân viên có lòng yêu nghề, hi vọng doanh nghiệp có nhiều nhân viên yêu nghề và mong muốn tất cả nhân viên của mình đều là người yêu nghề. Nhưng trên thực tế, nhân viên yêu nghề thực sự rất ít, nhân viên đặc biệt yêu nghề lại càng ít hơn, vì đa số nhân viên đều không thực sự gắn bó với nghề. Trong các doanh nghiệp ở nước ta, số lượng nhân viên yêu nghề và mức độ yêu nghề của họ phần lớn không đạt được mục tiêu lý tưởng mà các nhà quản lý đưa ra.

Mục tiêu của doanh nghiệp rất quan trọng đối với sự phát triển của doanh nghiệp đó. Mục tiêu của doanh nghiệp là một phần của kế hoạch phát triển, là động lực khích lệ nhân viên làm việc, là tiêu chuẩn quan trọng đánh giá hiệu quả kinh doanh của doanh nghiệp. Người quản lý doanh nghiệp cần căn cứ vào tình thế trước mắt và tình hình của doanh nghiệp để đặt ra mục tiêu ngắn hạn mà doanh nghiệp có thể đạt được, đồng thời phân chia mục tiêu này cho người quản lý các bộ phận và nhân viên thực hiện. Sau khi doanh nghiệp đã đặt ra mục tiêu, nhân viên các ngành khác nhau có hoàn thành nhiệm vụ của mình không là chỉ tiêu quan trọng đánh giá hiệu quả làm việc của nhân viên đó. Có nghĩa là, nhân viên có yêu nghề không, mức độ chăm chỉ trong công việc như thế nào đều có thể đánh giá thông qua việc hoàn thành mục tiêu công việc mà công ty đã đề ra.

Mục tiêu thành tích đương nhiên cũng là một phần quan trọng trong mục tiêu của doanh nghiệp. Người quản lý khích lệ nhân viên hợp lý, để nhân viên có lòng yêu nghề, gắn bó với nghề, từ đó hoàn thành nhiệm vụ công việc mà cấp trên giao cho đúng thời hạn, đạt chất lượng cao. Mặt khác là để nhân viên tạo ra thành tích lớn hơn, thực hiện được mục tiêu thành tích cho doanh nghiệp. Do vậy, người quản lý doanh nghiệp thường coi mục tiêu thành tích và doanh thu của doanh nghiệp là nguyên tắc và mục tiêu quan trọng nhất để đánh giá hiệu quả làm việc của nhân viên.

Đối với nhân viên, công việc họ làm có lợi cho mục tiêu tăng trưởng lợi ích lâu dài của doanh nghiệp mới là công việc có hiệu quả, có giá trị, như vậy kết quả công việc mới đúng đắn. Có lúc, dù nhân viên làm việc chăm chỉ, cần mẫn nhưng hiệu quả công việc lại không được như ý. Ngược lại có một số nhân viên có vẻ như không chăm chỉ, thậm chí thỉnh thoảng còn gây phiền phức cho doanh nghiệp, nhưng thành tích của họ lại vượt qua cả mục tiêu mà doanh nghiệp đặt ra hoặc họ có cống hiến to lớn trong việc thực hiện mục tiêu của doanh nghiệp. Dễ thấy rằng, doanh nghiệp cần những nhân viên này nhiều hơn. Vì nhân viên có tạo ra lợi nhuận cho công ty hay không mới là tiêu chuẩn cuối cùng để đánh giá kết quả làm việc và lòng yêu nghề của nhân viên đó.

Đánh giá thành tích cao thấp của nhân viên, không chỉ ở khả năng làm việc, mà còn cần xem xét đến thái độ của nhân viên. Người quản lý không thể coi nhẹ hai yếu tố này. Trong ba yếu tố thành tích, khả năng và thái độ, thì thành tích chính là kết quả, khả năng và thái độ là điều kiện, khả năng thông qua thái độ tạo ra thành tích.

Cũng giống như vậy, đối với người quản lý, việc khích lệ để nhân viên tạo ra thành tích mới là sự khích lệ đáng giá và có hiệu quả, kết quả khích lệ như vậy mới là đúng đắn. Điều cần chú ý, nhân viên quản lý các phòng ban của doanh nghiệp không nên dựa vào cách thức quản lý cũ trước kia như ra lệnh, thúc giục, giám sát công việc của nhân viên, mà cần áp dụng phương pháp khích lệ nhân viên, hướng dẫn nhân viên đặt ra mục tiêu làm việc, tự điều chỉnh và quản lý bản thân. Nếu chúng ta có thể hướng dẫn nhân viên tự giác làm việc, họ sẽ rất tích cực hoàn thành nhiệm vụ công việc cụ thể của mình, đồng thời còn kích thích tiềm năng của bản thân, từ đó nâng cao hiệu suất công việc và thành tích, cuối cùng thực hiện được mục tiêu của công ty.

Người quản lý nên để mỗi nhân viên hiểu được, mục tiêu mà doanh nghiệp cần đạt được là gì? Nhân viên cần cố gắng ở những mặt nào mới có lợi cho việc thực hiện mục tiêu của doanh nghiệp? Chỉ khi nhân viên hiểu được mục tiêu của doanh nghiệp và thực hiện mục tiêu tương ứng thì họ mới có thể phát huy sở trường và tiềm năng của mình, từ đó hoàn thành nhiệm vụ với hiệu quả cao, thể hiện được giá trị của bản thân và tạo ra lợi ích lớn nhất cho doanh nghiệp.

Đánh giá đúng kết quả làm việc của nhân viên là bước đầu tiên để người quản lý khích lệ và giúp đỡ nhân viên khiến họ trở nên yêu nghề, gắn bó với nghề, cũng là bước đầu tiên để tất cả nhân viên nâng cao lòng yêu nghề của mình. Mỗi nhân viên đều hiểu rằng, làm ở bất cứ doanh nghiệp nào cũng đều cần tạo ra thành tích, chỉ có cống hiến cho doanh nghiệp mới có thể chứng minh giá trị của bản thân. Bất cứ người quản lý nào cũng đều phải hiểu rằng, mục tiêu đã định trong công việc quản lý của họ là mục tiêu thành tựu của doanh nghiệp.

Bài học

Mục đích cuối cùng của việc khích lệ nhân viên chính là đạt được hiệu quả làm việc một cách đúng đắn. Hiệu quả làm việc đúng đắn của nhân viên có vai trò rất quan trọng đối với người quản lý. Hành vi của nhân viên có đáp ứng được lợi ích của khách hàng, phát huy được sở trường của bản thân, có phù hợp với mục tiêu của công ty hay không, ba điều kiện này là nguyên tắc cơ bản để đánh giá và phân định chính xác kết quả làm việc của nhân viên

2.857 thoughts on “BA NGUYÊN TẮC TRONG VIỆC ĐÁNH GIÁ KẾT QUẢ LÀM VIỆC CỦA NHÂN VIÊN”

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