绩效管理

设置信念吧

威尼斯人娱乐城的持续成功取决于其员工在其角色中满足某些期望。 当设定这些期望时，这些期望可以作为员工和他们的主管的指导方针 作为指导或纪律处分过程中的参考点，可以作为对员工行为和行动的指导。

监事 should promptly set performance expectations using the provided 设定员工期望指引（PDF）. 在一对一的会议期间定期审查这些期望对于持续的协调和改进是必不可少的。

评估性能

威尼斯人娱乐城's evaluation process includes two scheduled 进步签到 per fiscal year. 

• 第一次进展汇报：财政年度中期讨论
• 第二次进度检查：财政年度结束与评级的讨论

这些签到提供员工和主管 a chance to discuss what is going well and what can be improved, check-in on progress toward goals, stay aligned on current projects, and agree on next steps. 

识别

能够有效地使用表扬是主管最重要的工作之一。 真诚的认可会让员工知道你欣赏他们和他们所做的工作。

The act of recognizing employees doesn’t need to be a grand gesture for it to provide benefits to your team. 最简单的识别方式是使用积极和鼓励的语言来识别和强化期望的行为。 Check out the 员工认可指引（PDF） to explore best practices for recognizing employees, along with some ideas to help you get started.

纪律

有时候，员工可能达不到期望，你就必须采取措施约束员工。 一般来说，员工不应该对纪律处分感到惊讶。 管理者应该主动与员工沟通期望和问题，而不是等到绩效问题达到临界点或进行绩效评估。 培训课程是向员工传达期望的一种方式。

A coaching session consists of having an intentional conversation with the employee to point out what expectations are not being met and to reiterate what is expected of the employee. The 辅导课程（PDF） is typically a private conversation between the supervisor and employee. 在谈话中，重要的是要确保员工理解公司的期望，并询问作为主管，你能做些什么来帮助员工达到期望。 Once the coaching session is completed, it is recommended for the supervisor to send a 跟进电邮（PDF） to the employee summarizing the conversation.

In all instances where you believe that a 正式纪律处分 may be appropriate, please contact your HR Business Partner for assistance.