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From Dr. Hagen Rudolph (More) • Last updated on October 09.02.2024, XNUMX • First published on 07.04.2017/XNUMX/XNUMX • So far 4285 readers, 1100 social media shares Likes & Reviews (5 / 5) • Read & write comments
How do you motivate employees? By setting clear goals - actually quite simple. Why is it often wrong? And what can you do about it?
For the Motivation of employees has that Behavior their manager decides Significance.
Guide by target agreement or Management by Objectives (MbO) was developed in 1954 by Peter F. Drucker and made known in 1965 by George S. Odiorne. The Method has proven itself over many decades and is used in countless companies. This e-book aims to show you how, as a leader, you can Employees by agreeing on goals successfully being able to lead.
In practice, however, employee motivation through clear goals often fails because of the Communication. In doing so, company successes can be achieved through target agreements clear increase. But how do target definition, target agreement and target achievement talks work?
The management by target agreement is a dynamic model - a cycle scheme that is run through cyclically. It consists of three steps:
The next sections will show you how to do this steps use it as a management tool and thus increase the motivation of your employees and, in connection with this, the success of your Company. You will then find out where at the Implementation Difficulties can arise and what possible solutions are there. The method is based on a participatory management style and fair dealings between managers and employees. No previous knowledge is required for its implementation
are required for operation.
Management by target agreement runs cyclically across the stations Objective, target agreement and target achievement. A target period usually extends over a year.
Before agreeing on goals, you need at least a rough idea of what they might look like. Usually you have to sign up at the selection from goals to specifications: first and foremost the overarching goals of your company. These set the framework. Departmental goals are derived from them. In turn, the individual goals of the employees are derived from the departmental goals.
Of course, companies, departments and groups are not acting individuals, but only organizational units. And their goals are merely theoretical constructs. Making decisions, taking action, pursuing goals, creating values – only people can do that People like your employees and yourself. Their interaction determines the success or failure of a company.
But a year - the usual cycle time - is long, especially in a dynamic environment. In order to be able to recognize during this time whether you are on the right track, define interim goals (such as monthly or quarterly figures) and milestones (results at the end of certain project phases). Missing the intermediate goals and milestones serves as an early indicator for Problems – as a signal, correcting at an early stage
einzuschreit that.
If you have goals forms, note that these should consist of two elements viz
Targets pre-formulated in this way are, however, still relatively imprecise. Therefore, specify your goals based on the following four dimensions:
So one could Objective ring:
"We want to achieve an increase in sales of four percent compared to the previous year."
now have to Measures derived in order to achieve these specific goals. Formulate clearly and precisely here as well. Specify exactly...
... has to do.
After you have defined specific goals and precise measures to achieve them, you now need to communicate them. This brings you to the second step, the target agreement discussion.
The core of a target agreement is not the target - this could also simply be specified - but the agreement. What matters is that your employees Tasks takes over and feels responsible for it - that he sees the tasks as challenges and tries to achieve them independently. Ideally, he identifies with the goals because he was involved in formulating them, so they bear his “signature”, so to speak.
As the manager, you are responsible for conducting the appraisal interview, and both parties are responsible for the outcome. Run that Conversation in an open and honest dialogue. The conversation thrives on reciprocity and the willingness to engage with the perspective of the other.
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Dr. Hagen Rudolph is an economist and social scientist and works as an independent author and lecturer. All texts from Dr. Hagen Rudolph.
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[...] Target agreement for employee motivation: 2 steps for clear communication! Best of HR | PROFESSIONAL PICTURES. DE (Blog) How does target agreement work? In practice, however, employee motivation through clear goals often fails due to communication. Corporate success can be significantly increased through target agreements. But how do goal definitions work, ... [...]
A very good idea to increase employee satisfaction is an unquestion of this employee satisfaction.
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