Question

Îmi poate traduce cineva:
During the past year, have you changed your expectations for someone more than once after he or she failed to perform or meet your standards?
During the last year, have you failed to follow up and punish bad behaviour?
Do you sometimes grant employees bonuses or other special compensation even after they have failed to meet their goals — just because they “tried hard”?
Do you fail to set clear, meaningful goals for your team members? Clear goals are specific, measurable, attainable, and come with a deadline; vague goals don’t.
Do you tend to withhold negative feedback for fear of upsetting or alienating someone?
When you do deliver negative feedback, do you find yourself softening it?
Do your bosses or fellow managers perceive you as soft and overly accommodating?
Do the people who work for you have a tendency to rest on their laurels when they do succeed (for instance, do they think that good work is enough, no striving for the next goal)

Answer 1

In tot timpul anului trecut, asteptările tale s-au schimbat pentru cineva mai mult decat o data după ce el sau ea a esuat sa-ti atinga standardul? In timpul anului trecut ai esuat in ai urmări si pedepsi pe cei care se poartă rău? Cateodata acorzi bonusuri angajatilor sau alte compensatii speciale chiar si atunci cand au esuat in asi îndeplini obiectivul doar pentru ca au încercat din greu? Ai esuat in a stabili obiective clare membrilor echipei tale? Obiectivele tale sunt clare,masurabile,se pot atinge si au un timp limită, ceea ce obiectivele neclare nu au.