{"id":17369,"date":"2026-08-14T00:26:42","date_gmt":"2026-08-13T14:26:42","guid":{"rendered":"https:\/\/geoffreychen.com\/when-a-manager-says-there-are-a-few-things-to-work-on-is-it-a-warning\/"},"modified":"2026-08-14T00:26:42","modified_gmt":"2026-08-13T14:26:42","slug":"when-a-manager-says-there-are-a-few-things-to-work-on-is-it-a-warning","status":"publish","type":"post","link":"https:\/\/geoffreychen.com\/zh\/when-a-manager-says-there-are-a-few-things-to-work-on-is-it-a-warning\/","title":{"rendered":"\u7ecf\u7406\u8bf4\u201c\u6709\u51e0\u4ef6\u4e8b\u9700\u8981\u6539\u8fdb\u201d\uff0c\u8fd9\u662f\u5efa\u8bae\u8fd8\u662f\u6b63\u5f0f\u8b66\u544a\uff1f"},"content":{"rendered":"<\/p>\n<p><em>\u300a\u6fb3\u6d32\u4eba\u4e3a\u4ec0\u4e48\u8fd9\u6837\u8bf4\uff1f\u300b\u00b7 \u7b2c\u4e09\u5b63\u201c\u628a\u8bdd\u8bf4\u6e05\u695a\u201d\u00b7 \u7b2c 34 \u7bc7<\/em><\/p>\n<p>\u7ee9\u6548\u8c08\u8bdd\u4e2d\uff0c\u7ecf\u7406\u8bf4\uff1a<code>There are a few things we need you to work on.<\/code> \u8fd9\u53ef\u80fd\u662f\u65e5\u5e38 coaching \u7684\u5f00\u59cb\uff0c\u4e5f\u53ef\u80fd\u8fdb\u5165\u6b63\u5f0f performance management\u3002\u5458\u5de5\u82e5\u53ea\u4ece <code>a few<\/code> \u7684\u8f7b\u63cf\u6de1\u5199\u5224\u65ad\u4e25\u91cd\u7a0b\u5ea6\uff0c\u53ef\u80fd\u4f4e\u4f30\u540e\u679c\uff1b\u82e5\u542c\u89c1 <code>concerns<\/code> \u5c31\u8ba4\u4e3a\u5373\u5c06\u88ab\u89e3\u96c7\uff0c\u53c8\u53ef\u80fd\u5728\u8fd8\u6ca1\u6709\u5f04\u6e05\u95ee\u9898\u65f6\u9677\u5165\u6050\u614c\u3002<\/p>\n<p>\u4e00\u4e2a\u77ed\u8bed\u672c\u8eab\u4e0d\u4f1a\u81ea\u52a8\u6210\u4e3a formal warning\u3002\u8c08\u8bdd\u7684\u901a\u77e5\u65b9\u5f0f\u3001\u53c2\u4e0e\u8005\u3001\u6587\u4ef6\u3001\u5177\u4f53\u95ee\u9898\u3001\u6539\u8fdb\u8981\u6c42\u548c\u5df2\u8bf4\u660e\u7684\u540e\u679c\u90fd\u8981\u4e00\u8d77\u770b\u3002\u53cd\u8fc7\u6765\uff0c\u7ecf\u7406\u4f7f\u7528\u53cb\u5584\u8bed\u6c14\uff0c\u4e5f\u4e0d\u8868\u793a\u4e8b\u9879\u4e00\u5b9a\u4e0d\u6b63\u5f0f\u3002\u6700\u76f4\u63a5\u7684\u95ee\u9898\u662f\uff1a<\/p>\n<blockquote>\n<p><code>Is this an informal feedback discussion, or part of a formal performance management process?<\/code><\/p>\n<\/blockquote>\n<p>\u8fd9\u53e5\u8bdd\u6ca1\u6709\u5426\u8ba4\u95ee\u9898\uff0c\u53ea\u662f\u5728\u786e\u8ba4\u5f53\u524d\u7a0b\u5e8f\u3002<\/p>\n<h2><code>You need to be more proactive<\/code> \u8fd8\u7f3a\u5c11\u53ef\u89c2\u5bdf\u6807\u51c6<\/h2>\n<p>\u62bd\u8c61\u53cd\u9988\u5f88\u5bb9\u6613\u8ba9\u53cc\u65b9\u4ee5\u4e3a\u5df2\u7ecf\u8bf4\u6e05\u3002<code>Improve your communication<\/code>\u3001<code>show more ownership<\/code>\u3001<code>be a team player<\/code> \u90fd\u53ef\u80fd\u6709\u5408\u7406\u610f\u56fe\uff0c\u53ef\u662f\u5458\u5de5\u82e5\u4e0d\u77e5\u9053\u54ea\u4e9b\u884c\u4e3a\u6ca1\u6709\u8fbe\u5230\u8981\u6c42\uff0c\u5c31\u5f88\u96be\u6539\u53d8\u3002<\/p>\n<p>\u53ef\u4ee5\u95ee\uff1a<\/p>\n<blockquote>\n<p><code>Could you give me two recent examples?<\/code><br \/><code>What did you expect me to do differently in those situations?<\/code><br \/><code>How will improvement be assessed, and over what period?<\/code><\/p>\n<\/blockquote>\n<p>Fair Work Ombudsman \u5173\u4e8e managing performance \u7684\u73b0\u884c\u8d44\u6599\u5efa\u8bae\uff0c\u96c7\u4e3b\u5728\u8ba8\u8bba underperformance \u65f6\u660e\u786e\u95ee\u9898\u4e0e\u671f\u671b\uff0c\u5b89\u6392\u79c1\u4e0b\u4f1a\u8c08\uff0c\u5141\u8bb8\u5458\u5de5\u56de\u5e94\uff0c\u5e76\u5171\u540c\u786e\u5b9a\u6e05\u695a\u5408\u7406\u7684\u6539\u8fdb\u6b65\u9aa4\uff0c\u8bb0\u5f55\u4f1a\u8c08\u53ca\u7ed3\u679c\u3002\u82e5\u53d1\u51fa written warning\uff0c\u5185\u5bb9\u5e94\u8bf4\u660e\u539f\u56e0\u3001\u5177\u4f53\u7ec6\u8282\u4ee5\u53ca\u9700\u8981\u600e\u6837\u6539\u53d8\u3002<\/p>\n<p>\u8fd9\u4e9b\u539f\u5219\u4e5f\u4fdd\u62a4\u7ba1\u7406\u8005\u3002<code>Everyone knows your attitude is a problem<\/code> \u628a\u95ee\u9898\u653e\u5728\u4eba\u683c\u4e0a\uff0c\u96be\u4ee5\u6838\u5b9e\uff1b<code>The last three weekly reports were submitted after the agreed deadline<\/code> \u5219\u53ef\u4ee5\u68c0\u67e5\uff0c\u5458\u5de5\u4e5f\u80fd\u89e3\u91ca\u8d44\u6e90\u3001\u4f18\u5148\u4e8b\u9879\u6216\u6307\u793a\u51b2\u7a81\u3002\u6e05\u695a\u4e0d\u4fdd\u8bc1\u53cc\u65b9\u4f1a\u540c\u610f\uff0c\u4f46\u4f7f\u4e0d\u540c\u610f\u89c1\u6709\u5bf9\u8c61\u3002<\/p>\n<h2>Support person \u4e0d\u662f\u4ee3\u66ff\u4f60\u56de\u7b54\u7684\u4eba<\/h2>\n<p>Fair Work \u5efa\u8bae\uff0c\u5728 underperformance meeting \u524d\u544a\u8bc9\u5458\u5de5\u4f1a\u8bae\u4e3b\u9898\uff0c\u5e76\u8be2\u95ee\u662f\u5426\u5e0c\u671b\u5e26 support person\u3002Support person \u901a\u5e38\u63d0\u4f9b\u60c5\u7eea\u548c\u7a0b\u5e8f\u652f\u6301\u3001\u8bb0\u5f55\u8981\u70b9\uff1b\u4ed6\u4eec\u4e0d\u4e00\u5b9a\u662f\u6cd5\u5f8b\u4ee3\u8868\uff0c\u4e5f\u4e0d\u4f1a\u81ea\u52a8\u66ff\u5458\u5de5\u53d1\u8a00\u6216\u8c08\u5224\u3002\u5177\u4f53\u6743\u5229\u53ef\u80fd\u53d7 workplace policy\u3001enterprise agreement \u6216\u5176\u4ed6\u89c4\u5219\u5f71\u54cd\u3002<\/p>\n<p>\u5982\u679c\u6536\u5230\u6a21\u7cca\u7684 meeting invitation\uff0c\u4f8b\u5982 <code>Can we have a quick chat about a few concerns?<\/code>\uff0c\u53ef\u4ee5\u5728\u4f1a\u524d\u95ee\uff1a<\/p>\n<blockquote>\n<p><code>Could you tell me the purpose of the meeting, who will attend, and whether I may bring a support person?<\/code><\/p>\n<\/blockquote>\n<p>\u8fd9\u6bd4\u6839\u636e <code>quick chat<\/code> \u4e09\u4e2a\u5b57\u5047\u5b9a\u4f1a\u8bae\u4e0d\u91cd\u8981\u66f4\u7a33\u59a5\u3002\u82e5\u6750\u6599\u9700\u8981\u65f6\u95f4\u9605\u8bfb\uff0c\u53ef\u4ee5\u8981\u6c42\u5f97\u5230\u6587\u4ef6\u5e76\u83b7\u5f97\u5408\u7406\u673a\u4f1a\u56de\u5e94\u3002\u4e0d\u8981\u56e0\u7d27\u5f20\u800c\u7acb\u5373\u7b7e\u7f72\u4e00\u4efd\u81ea\u5df1\u5c1a\u672a\u7406\u89e3\u7684\u8bb0\u5f55\uff1b\u53ef\u4ee5\u786e\u8ba4\u6536\u5230\u4e86\u6587\u4ef6\uff0c\u540c\u65f6\u8bf4\u660e\u9700\u8981\u9605\u8bfb\u6216\u53d6\u5f97\u5efa\u8bae\u3002\u7b7e\u540d\u7684\u5177\u4f53\u542b\u4e49\u53d6\u51b3\u4e8e\u6587\u4ef6\u5185\u5bb9\uff0c\u4e0d\u80fd\u7b3c\u7edf\u8ba4\u4e3a\u201c\u7b7e\u4e86\u5c31\u662f\u540c\u610f\u201d\u6216\u201c\u6c38\u8fdc\u4e0d\u80fd\u7b7e\u201d\u3002<\/p>\n<h2>\u201c\u4e09\u6b21\u8b66\u544a\u201d\u5e76\u4e0d\u662f\u6fb3\u6d32\u7edf\u4e00\u89c4\u5219<\/h2>\n<p>\u804c\u573a\u6d41\u8a00\u5e38\u8bf4\uff0c\u96c7\u4e3b\u5fc5\u987b\u7ed9 three warnings \u624d\u80fd\u7ec8\u6b62 employment\u3002Fair Work \u660e\u786e\u8bf4\u660e\uff0c\u6ca1\u6709\u4e00\u6761\u666e\u904d\u89c4\u5219\u8981\u6c42\u4e00\u5b9a\u7ed9\u4e09\u6b21\uff0c\u751a\u81f3\u5728\u6240\u6709\u60c5\u51b5\u4e0b\u90fd\u81f3\u5c11\u7ed9\u4e00\u6b21\uff1b\u4f46\u5bf9 performance \u95ee\u9898\uff0c\u96c7\u4e3b\u901a\u5e38\u5e94\u7ed9\u5458\u5de5\u6539\u5584\u673a\u4f1a\uff0c\u516c\u5e73\u7a0b\u5e8f\u5728\u53ef\u80fd\u7684 unfair dismissal dispute \u4e2d\u4f1a\u5f88\u91cd\u8981\u3002Serious misconduct \u53c8\u5c5e\u4e8e\u4e0d\u540c\u95ee\u9898\u3002<\/p>\n<p>\u56e0\u6b64\uff0c\u4e0d\u8981\u7528\u201c\u8fd9\u662f\u7b2c\u51e0\u6b21\u201d\u4f5c\u4e3a\u552f\u4e00\u5224\u65ad\u3002\u66f4\u503c\u5f97\u786e\u8ba4\u7684\u662f\uff1a\u63d0\u51fa\u4e86\u4ec0\u4e48 valid concern\uff0c\u5458\u5de5\u662f\u5426\u6709\u673a\u4f1a\u56de\u5e94\uff0c\u8981\u6c42\u662f\u5426\u6e05\u695a\u5408\u7406\uff0c\u63d0\u4f9b\u4e86\u4ec0\u4e48\u57f9\u8bad\u6216\u652f\u6301\uff0c\u590d\u67e5\u65e5\u671f\u662f\u4ec0\u4e48\uff0c\u4ee5\u53ca\u82e5\u6ca1\u6709\u6539\u5584\u53ef\u80fd\u53d1\u751f\u4ec0\u4e48\u3002<\/p>\n<p>\u5458\u5de5\u53ef\u4ee5\u7528\u81ea\u5df1\u7684\u8bdd\u603b\u7ed3\u5e76\u4e66\u9762\u8ddf\u8fdb\uff1a<\/p>\n<blockquote>\n<p><code>My understanding is that I need to submit the weekly report by 3 pm each Friday for the next six weeks, and we will review progress on 25 September. Please let me know if I have misunderstood.<\/code><\/p>\n<\/blockquote>\n<p>\u8fd9\u6837\u7684\u90ae\u4ef6\u65e2\u53ef\u80fd\u7ea0\u6b63\u8bb0\u5fc6\u5dee\u5f02\uff0c\u4e5f\u4e3a\u540e\u7eed\u4f1a\u8c08\u5efa\u7acb\u5171\u540c\u57fa\u51c6\u3002\u5b83\u4e0d\u5e94\u88ab\u7528\u6765\u91cd\u5199\u4e8b\u5b9e\u6216\u53d1\u8868\u653b\u51fb\uff0c\u800c\u5e94\u51c6\u786e\u8bb0\u5f55\u53cc\u65b9\u5df2\u7ecf\u8c08\u5230\u7684\u4e8b\u9879\u548c\u4ecd\u5f85\u786e\u8ba4\u7684\u95ee\u9898\u3002<\/p>\n<h2>\u53cd\u9988\u4e0e\u7a0b\u5e8f\u8981\u5206\u5f00\u542c<\/h2>\n<p>\u6709\u65f6\u53cd\u9988\u5185\u5bb9\u6709\u6548\uff0c\u7a0b\u5e8f\u5374\u4e0d\u6e05\u695a\uff1b\u4e5f\u53ef\u80fd\u4f1a\u8bae\u7a0b\u5e8f\u5b8c\u6574\uff0c\u4f46\u8981\u6c42\u672c\u8eab\u7f3a\u4e4f\u8bc1\u636e\u3002\u5458\u5de5\u4e0d\u5fc5\u4e3a\u4e86\u8be2\u95ee\u7a0b\u5e8f\u5c31\u5426\u8ba4\u6240\u6709\u53cd\u9988\uff0c\u4e5f\u4e0d\u5fc5\u4e3a\u4e86\u8868\u73b0\u5408\u4f5c\u5c31\u540c\u610f\u6bcf\u4e2a\u5224\u65ad\u3002\u53ef\u4ee5\u8bf4\uff1a<code>I understand the expectation. I don\u2019t agree with the example as described, and I\u2019d like to explain why.<\/code><\/p>\n<p>\u82e5\u5b58\u5728 disability\u3001health condition\u3001discrimination\u3001bullying\u3001general protections \u6216 termination \u98ce\u9669\uff0c\u95ee\u9898\u53ef\u80fd\u8d85\u51fa\u4e00\u822c performance communication\uff0c\u5e94\u5c3d\u65e9\u53d6\u5f97\u9002\u5f53\u610f\u89c1\u3002\u672c\u6587\u4e0d\u80fd\u5bf9\u5177\u4f53\u4e2a\u6848\u4f5c\u6cd5\u5f8b\u5224\u65ad\u3002<\/p>\n<p><code>A few things to work on<\/code> \u7684\u5371\u9669\u4e0d\u5728\u4e8e\u5b83\u592a\u6e29\u548c\uff0c\u800c\u5728\u4e8e\u542c\u8005\u53ef\u80fd\u8ba9\u6e29\u548c\u8bed\u6c14\u66ff\u4ee3\u4e86\u7a0b\u5e8f\u4fe1\u606f\u3002\u95ee\u6e05\u8c08\u8bdd\u6027\u8d28\uff0c\u8981\u6c42\u4f8b\u5b50\u3001\u6807\u51c6\u3001\u671f\u9650\u3001\u652f\u6301\u548c\u53ef\u80fd\u540e\u679c\uff1b\u7136\u540e\u6838\u5bf9\u4e66\u9762\u8bb0\u5f55\u3002\u7ba1\u7406\u5de5\u4f5c\u4e0d\u9700\u8981\u5931\u53bb\u4eba\u60c5\u5473\uff0c\u4f46\u5f53\u4e00\u53e5\u8bdd\u53ef\u80fd\u5f71\u54cd\u6536\u5165\u4e0e\u804c\u4e1a\uff0c\u5b83\u5c31\u5e94\u5f53\u5bb9\u8bb8\u5bf9\u65b9\u51c6\u786e\u77e5\u9053\u81ea\u5df1\u9762\u5bf9\u7684\u662f\u4ec0\u4e48\u3002<\/p>\n<h3>\u4e3b\u8981\u8d44\u6599<\/h3>\n<ul>\n<li><a href=\"https:\/\/www.fairwork.gov.au\/employment-conditions\/performance-in-the-workplace\" target=\"_blank\" rel=\"noopener\">Fair Work Ombudsman, \u201cManaging performance and warnings\u201d<\/a><\/li>\n<li><a href=\"https:\/\/www.fairwork.gov.au\/tools-and-resources\/best-practice-guides\/managing-underperformance\" target=\"_blank\" rel=\"noopener\">Fair Work Ombudsman, \u201cManaging underperformance\u2014best practice guide\u201d<\/a><\/li>\n<li><a href=\"https:\/\/www.fairwork.gov.au\/workplace-problems\/common-workplace-problems\/my-employee-isnt-doing-their-job-properly\" target=\"_blank\" rel=\"noopener\">Fair Work Ombudsman, \u201cMy employee isn\u2019t doing their job properly\u201d<\/a><\/li>\n<li><a href=\"https:\/\/www.fairwork.gov.au\/ending-employment\/unfair-dismissal\" target=\"_blank\" rel=\"noopener\">Fair Work Ombudsman, \u201cUnfair dismissal\u201d<\/a><\/li>\n<\/ul>\n<p>\u2014\u2014<\/p>\n<p>\u7ee7\u7eed\u9605\u8bfb\uff1a<a href=\"https:\/\/geoffreychen.com\/zh\/why-do-australians-say-it-this-way\/\">\u300a\u6fb3\u6d32\u4eba\u4e3a\u4ec0\u4e48\u8fd9\u6837\u8bf4\uff1f\u300b\u7cfb\u5217\u603b\u9875<\/a><\/p>\n<p>","protected":false},"excerpt":{"rendered":"","protected":false},"author":17897162,"featured_media":0,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":true,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_geoff_meta_description_en":"When a manager says there are a few things to work on, the article explains how to tell informal feedback from formal performance management\u2014by process, documents, standards and 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