Peng Lei once said: "We see that there are many excellent people around us, but his excellence is like a flashlight, always only shining on others, not on himself, always feeling that it is someone else's fault, and never feeling that he has not done enough and needs to improve."
He's called 'Always Yes' sir, and whatever you tell him, he will never reflect on himself, and he will become more and more arrogant, more and more arrogant, more and more self-righteous.
It is equivalent to closing all his doors, others cannot see him, he himself cannot see himself, and he himself has lost the ability to perceive himself.
He thinks he's good enough, but is he that good?
Actually, no, you must look at it every day, which areas are not good enough, and which areas still need to be improved”
From Peng Lei's large paragraph, we can basically understand why Alibaba advocates the review mechanism.
Confucius said, "My day and three provinces and my body", in fact, it is about reflection and review, but there is no such concept in ancient times, but I have long had this consciousness and know the importance of review.
However, during meetings, many bosses always like to talk about "review" and let employees stand up one by one to "hand in their homework".
And after listening to it, many managers always like to ask why?Talking and talking, it becomes holding subordinates accountable.
Although this looks like a review, in fact, it is 108,000 miles away from the review!
I've always believed that a real review doesn't look at the reasons, and don't worry about who is right and who is wrong.
There is only one purpose of the review, which is to learn and progress, share lessons and grow together!
Review of the nuclear forces:(1) Growth mindset
Retrospectiveness is a growth mindset that allows us to draw strength from the past so that we can better cope with the present and the future.
Our team's training consultant Xiao A, her performance is incomparable to other members, and she is basically in the top 1.
Through the review, we found that the secret of her success is not only hard work and diligence, but also has her own set of methods when following up with customers.
She is not in a hurry to place an order, but pays close attention to the customers in her hands, deeply understands their needs and pain points, and presents the value of the product in front of her, so that customers can take the initiative to pay for it.
In contrast, other training consultants only stop at the level of simply introducing the product, which often makes the customer feel uncomfortable being sold.
Through this review, we found that the team was deficient, one was not hungry, and the other was that it failed to show a sense of value.
Therefore, we paid close attention to these two points, took the initiative to seek breakthroughs, and finally the team's business level has been significantly improved.
(2) Migration of party **
In the work, through regular review, not only can we reflect comprehensively, understand the existing problems in time, but also help to absorb the essence, eliminate the dross, and then summarize the guiding strategy or formula.
For example, taking the sales champion Xiao A just now, for example, can she summarize a set of effective words to improve the transparency of communication when conducting business to improve communication transparency, or formulate a more perfect follow-up plan to gain the trust of customers, and provide more practical guidance for the team through such summary and refinement.
(3) Make sure the direction is correct
When we do things, we must not only do things, but also know how to think.
Undoubtedly, through the review, you can not only find the problem and find the right way, but also check whether you are on the right path.
Only by discovering problems and adjusting them in time can we avoid everyone doing useless work in vain.
The underlying logic of the review:Review, it is an anti-human work, which requires you to have the perseverance to stick to it and iterate on yourself.
Because in the process of review, many people are unwilling to show their flaws in front of others in order to save face, so they look for external factors to prevaricate.
But for the review to be truly effective, it must be the opposite, daring to lift your own scars and sprinkle salt.
So how do you do that?
(1) Look in the mirror
I have always believed that employees are a mirror of managers, and reviewing employees is also reviewing managers themselves.
When employees don't meet their goals, managers ask themselves, "Is the goal division reasonable?""Why didn't you complete the task?".”
When employees are dissatisfied with their managers, they should think, "Am I charismatic to lead?"."Is the management method popular with the people?”
In this regard, Ali review has five attitudes that must be adhered to, you might as well learn from it:
Open-mindedness – the ability to listen to different opinions;Be honest – whether you can express different points of view;Seeking truth from facts - whether it can be discussed based on facts;Self-reflection - can you cut yourself in;Brainstorming – whether you can actively participate and work hard to contribute. (2) Reveal the scar
In the review, you have to dare to let your subordinates criticize and suggest, face your own shortcomings, and only by uncovering the scars and sprinkling salt can you be awakened. At Huawei, Ren Zhengfei encourages employees to express their opinions and actively listens to their ideas. He believes that the company can only grow by constantly accepting criticism and improving on its own shortcomings. In an internal speech, he said: "Our organization is not open enough, not inclusive enough, not diverse enough. We need to allow different people, different opinions, and different ideas to be able to express themselves freely. Only in this way can we continue to learn and improve. ”(3) DetoxificationThe so-called "detoxification", because in this step, the manager has to conduct an in-depth analysis of the problems found to find out the real reasons behind them. There will be pain in the process of "detoxification", but as long as the subject of the review can overcome it, there will definitely be gains. 
Managers should be fully prepared to do "detoxification" for the subject of the review, and the purpose should not be to "hang" the other party.
Ali review has three principles: focus on the other party, ask questions in three points, listen in seven points, and support and assistance as the original intention. There is preparation when you enter the door, there is strength when you go out, there is pain in the process, and there is anticipation every time. Dare to drink, be willing to praise, take the lead in ugly words, take a firm position, and have a clear message.
Key steps in the review:
How can we do a better review?A good review often requires these 4 steps. (1) Evaluate the results against the objectivesAt the heart of the review, we focus on the goals we set before, which means we need to go back and clarify the specific goals we set at the beginning. In the process of review, it is necessary to identify the problems in goal setting and conduct a detailed review of the achievement of the goal, so as to make targeted adjustments to the strategy for the next stage to ensure that the goal can be achieved in the end. Of course, you also need to evaluate whether your results are OK or not. Sometimes it seems that the results and goals are the same, but if the results of the opponent are much better than ours, it means that there is something wrong with the company, and it may mean that the company has lost a market. (2) Backwards from the results and focus on the processResults-oriented, backwards, while observing the results, you can't miss the process. It is not only necessary to dig deep into the details of the behavior and understand the specific changes to be done at that time, but also to think about your own way of thinking and the impact of your behavior on the outcome. (3) Review the process and dig deep into the nodesBased on the process we observed, the next step is to identify the key points that are causing the results to be biased.
Here we need to keep asking questions, digging deeper, like peeling an onion, layer by layer, asking five or six questions in a row, in order to gradually approach the core of the problem.
This is also the origin of the famous "Toyota 5 Question". (4) Adjust actions based on nodesIt is not enough to have reflection, but also to implement concrete actions, to adjust the next actions, which ones to stop?Which ones to continue?Make trade-offs accordingly. Write at the end:The original intention of review is to empower employees, let employees perceive their own shortcomings, and then bring them into the training field, and give them the power to progress. The process of review is not to make employees bruised all over their bodies, but to poke and bleed in one place, so that employees can reflect deeply. Any review that doesn't empower employees is hooliganism.