A View from the Top – Hansjoerg Wagner

我们一直在寻找有伟大的领导潜力的人。一旦我们发现他们，我们尽我们所能的充分发挥他们的才智和能力，通过有效的导师计划和我们的自我发展计划，可在网上在我们的Polycom大学。

Hansjoerg Wagner is the President Asia Pacific Japan, Greater China Region, Central America/Latin America at Polycom. What do you like most about your job? Many aspects excite me about my role and one element that really excites me is when we engage with a customer to solve their business issues through the use of our video solutions. Being in a high tech IT industry, there are a number of opportunities to grow and propel the company to an unprecedented level. A key motivation for me is the prospect of growing an organisation from being a product entric business, to one that is impacting human collaboration in every way possible. How active are you in developing leaders for Polycom? We are constantly on the lookout for people with great leadership potential. Once we discover them, we do our best to develop their aptitudes and capabilities to the fullest, through effective mentor programmes and our self-development programmes that are available online within our Polycom University. When it comes to investing in the right talent, we apply a no-holds barred approach. We believe it is crucial to nurture leaders who have the drive and influence to deliver on their strategies, as well as the competencies to ensure that we consistently create that wow factor for our customers. What do you look for in young leaders? One of the key traits we look for in prospective leaders is the ability to truly embody Polycom s core values. This means they should be constantly innovating, have an unyielding vision to succeed and be thoroughly relentless in their pursuits to deliver on their strategies. Most importantly, we look for young people who have the ability to leverage on these talents and expertise across geographical boundaries to work effectively as a team. What is one workforce challenge you face in Polycom right now? I think key to our success is to scale quickly in our growth markets and also with our numerous Research and Development facilities. Finding the right talent in a timely manner can be difficult so we have even instigated an employee referral programme to help find new talent. How do you manage underperforming employees? We always strive to foster a culture of open and honest communication, in a bid to ensure intents are clear and commitments are delivered both ways. The process that works for us lies in ensuring clarity on preset goals, setting milestones and rewarding on achievements. This allows us to accurately track the progress of each employee, so we are able to pick up on underperformance at its onset. Fundamentally, we believe in prevention rather than cure. As such, we also consistently share updates on our progress as a company in order to allow employees to grasp the impact of underachievement on the organisation as a whole. 管理新知 您可能感兴趣的文章 这些年，你做招聘做累了吗？

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