Chen Chunhua: Why can't the targets always be over?

Most teams do not achieve work goals, not because the goal decomposition is not done well. Instead, the specific and segmented measures to achieve the goals are not done well.

Bloom in spring

Good text 1076 words | 2 minutes reading

The problem to solve the plan of planning is the issue of whether the relationship between the goal and the resource match. The matching relationship between goals and resources is the standard for measuring the management of the plan:

When the resources owned can support the goal, the planned management is realized; when resources cannot support the target or greater the goal, it is either wasting resources or "doing daydream".

Let the target have a certain difficulty and actual feasible

The implementation of the plan is carried out according to the goals. Target management includes two parts: target settings and target management.

Drucker emphasizes that "the goal must have a certain difficulty and it is feasible." Along this principle, when setting the goal, you can abide by the four basic principles:

First, the goal must be clear and not broad. For example, you cannot set this goal, "becoming a first -class company", because this goal is too broad and there is no standard. For example, "we want to make the best products in the world", this goal is also wrong, because the best products are also unable to judge.

Second, the goal must be measured, can be tested, can be quantified and can be verified.

Third, the goals should be balanced. Because any organization or individual will have multiple goals, the goals should be balanced.

Fourth, the goal must have a budget. It can be explained in writing that the goal of written expression can ensure logic.

Let the general goal become the specific goal of everyone

Objective management is a system that allows employees to participate in work goals, implement self -control in work, and strive to complete work goals. It is a global organizational reform measure.

The precautions for target management are:

First, the overall goal must be set, and the target must be consistent with the general goal;

Second, the goal of each employee is the requirements of the company's total goal, and also his contribution to the overall goal of the enterprise.

Third, acknowledge that each employee has self -achievement, exerting talents, and hope of self -reliance;

Fourth, in order to consolidate achievements, you must pay attention to personal behavior and inspire.

Therefore, the goal management is to give everyone a goal, and everyone has measures to achieve goals.

The target decompose from top to bottom layer

The measures are guaranteed from the bottom up

We can use a picture to express the goal management clearly:

Target management is the method expressed in the figure above: the target decompose from top to bottom, and measures are guaranteed from bottom to top layers.

The core of the target management is to make the general goal the specific goal of everyone, and everyone will specifically and segmented each measure to achieve the goal. The specific and segmented measures can ensure the realization of the target.

The reason why we do not do well in target management is mainly because we do well in the decomposition of the target layer, but we do not do well in terms of measures and segmentation, and we have not achieved layers of guarantee.

Managers need to understand that the core of target management is to implement the measures for the goal, not the specificization of the target decomposition.

The work habits of real goal management are the goal to communicate after the goal setting. After that, spend more time and measures to discuss the goals of each subordinate. Only by discussing the measures clearly can the target management be in place. (End of this article)

- END -