More and more often, we talk about management by objectives. This approach contrasts with the management by tasks and is considered as more efficient. Indeed, management by objectives consist of working from targets defined between the workers and their management instead of a task list only defined by the manager.
Management by objectives could increase the employee’s engagement and motivation but also improve the communication between the manager and his team. Moreover, it gives the possibility to align employee’s goals with the company ones.
This topic will be splitted in three different articles. We will develop the first one today and the next ones will be presented in the next few weeks.
- 1st: How to optimally define an objective?
- 2nd: How to align your bonus wage policy with management by objectives?
- 3rd: How to define these good practices with BrioLab?
How to optimally define an objective?
The main goal of management by objectives is to allow employees to take part in the development of their work. The objectives are defined collaboratively with the manager and a series of sub-targets can also be defined in the action plan to reach the main goal.
Of course, there are different factors that we have to take into account when we define the targets. We can even say that the objectives must be SMART (Specific, Measurable, Attainable, Realistic and Time-based.
First, the target must be specific. That means that it has to be clear, precise and easy to understand. If you consider that an objective is too complex, you can set secondary objectives.
Secondly, the goal must be measurable. It means that the objective can be quantified. We can determine a level to reach to achieve the target. The measurement index must clearly appear in the objective statement.
Then, the objective should be attainable. Indeed, the workers need to find the goal acceptable to achieve it. It is a way to make it more motivating for employees who have to reach the goal. Presenting the goal as a challenge could be a good way to help the team to adopt it.
Afterwards, we can say that the target has to be realistic for the collaborators. It could be obvious but it is really important to define goals which are possible to reach and it is also important that the employees can see that it is realistic.
Finally, the objective must be time-based. To know the status report of the project, it is necessary to define the time period we need to achieve the goal. The time component must also be clearly identified in the objective statement by all the employees.
By using this way of work, it is easier for both the employees and the manager to achieve the goal and to make it less questionable at the time of the evaluation. This is a good way to reduce conflicts between a manager and his team.
In a next article, we will explain you how to align your bonus wage policy with management by objectives.