Management Is To Sort Targets.

Preface:

Why do some enterprises develop statically and some enterprises stagnate? Some enterprise goals can be achieved one by one, some enterprises are looking for gaps every day, and the goal is also built in the air. Many enterprises do not have no system, no talent, but no scientific, systematic and practical objective management.

Whether target management is in place or not is crucial to the implementation of strategy.

How are managers at all levels?

Obviously, if there is no goal in a field, the work in this field will be ignored. Managers should manage the subordinates through objectives.

Leaders at all levels of enterprises do not rely on administrative orders to force them to work. Instead, they use incentive theory to guide employees to set their own goals, independently control themselves, consciously take measures to accomplish their goals, and carry out self evaluation automatically.

Tan Xiaofang, a famous business management expert, said that target management can inspire workers to work consciously by inducing them, and its biggest feature is to promote the realization of the overall goal of the enterprise by stimulating the productive potential of employees and improving the efficiency of their employees.

A young man was looking for a wise man with all his worries. After graduating from college, he had set many goals for himself, but he still did nothing in the past few years.

When he found the wise man, the wise man was reading in the riverside cottage.

The wise man smiled and listened to the youth's talk, and said to him, "come, please boil the kettle for me first!" the young man saw a big kettle in the corner, beside a small stove, but no firewood was found, so he went out to look for it.

He picked up some dead sticks outside, filled a pot of water, put it on the stove, put some wood in the stove and burned it up, but because the kettle was too big, the bundle of wood was burned up and the water was not open.

So he ran out to keep looking for wood, and when he came back, the kettle was almost cold.

This time he learned wisely, and did not rush to light the fire. Instead, he went out to look for some firewood.

The wise man looked at it, poured down a pot of boiled water, and struck a pot of cold water. He said, "can you boil the kettle for me again?" the young man looked at the remaining wood and shook his head. "I can't burn it. I can find all the wood that I can find everywhere, and the rest of the wood is not enough to boil a pot of water."

The wise man did not say anything. He poured the water in the kettle and then gave it to the youth.

The young man nodded his head thoughtfully, and soon he would boil the water.

The wise man went on to say, "you start to be full of ambition and set too many goals, just like this kettle put too much water, and you don't have enough firewood, so you can't boil the water. If you want to boil the water, you may pour some water out, or you can prepare the firewood first!"

After returning, he removed many of the objectives listed in the plan, leaving only a few recent ones, while studying all kinds of professional knowledge in his spare time.

A few years later, his goals were basically achieved.

The Chinese have always had no shortage of goals, such as the goal of developing super Britain and the world's top 500, but Chinese enterprises have not been afraid of target management. However, the goal management of Chinese enterprises has not done well. It comes down to two points. One is that the end of the goal is finished, neither has the goal been changed into a corresponding plan, nor can it track the process of achieving the goal in time and effectively.

Another more common problem is that the goal may be just a slogan.

According to Mr. Tan's practical experience and survey results, the employees' work has 30% goals and nothing to do with the goal, and another 40% is caused by the disunity of goals.

If an enterprise or an individual loses his or her goals, development will become empty talk. Taking part in the training of teacher management by Tan Xiaofang, the 7 steps will help you successfully set a reasonable "good" goal and performance rule so that the target is no longer "furnishings"! Someone passes through a construction site and asks where the stoneces are doing. Three stoneces have three different answers.

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The first stonecutters answered, "I am doing family support, and I have mixed meals."

The second masons replied, "I am doing the best Mason work."

The third masons replied, "I am building a church."

If we use the "target management" index to measure the three masons, we will find that the first Mason's self expectation is too low, which is not what the company needs.

The second stonecutters have too much self expectation. In the Department, this person may be a very independent person, and the goals he sets may not be realized, and managers can not communicate with him well.

The goal of the third masons is highly consistent with the company's goals and departmental goals. His self motivation and self development behavior will form a harmonious resultant force with the company's goals.

As we all know, enterprise management must have a clear goal. In those days, the Communist Party finally achieved victory by practicing the goal of "liberating China and leading the Chinese people towards a communist society".

But when we were young, once someone asked, "what do you want to do when you grow up?" we will follow the answer in the book: "to be a scientist or to be a teacher, it will be funny to think of it now."

Perhaps the person who asked this is just talking freely, not to really ask your ideals; when we ask questions, we never think of what real ideals are, because these ideals have no concept for us at that time.

Tan Xiaofang, a famous business management expert, said that enterprises have no goals and the prospects are hazy. Basically, it is difficult to achieve, that is to say, there is no controllability.

Roy Gao Banes, a target management expert, has helped great achievements such as Southwest Airlines, BMW, Texas University, WAL-MART and so on.

But the goal is not empty. A real goal must be the heart of every member of your company.

For example, the goal of Southwest Airlines is "flying free" or WAL-MART's "saving money for customers and improving the quality of people's lives".

According to the survey, 30% of the employees' work has nothing to do with their goals, and the other 40% are from different objectives.

If an enterprise or an individual loses his or her goal, development will become empty talk, and even if we set a reasonable goal, we will achieve half of our goal.

The task of managers is to find and formulate reasonable goals in the process of work.

Setting goals is a key point. What are our tasks? What do we expect from our boss, boss or department manager? What is the bottom line of expectation? What is most basic is actually very simple: one is the goal; the other is to tell me what I can achieve if I achieve the goal.

A fundamental task of managers is to set goals for subordinates.

Set a goal, decide who is responsible for it, set the deadline for completing the task, give the corresponding rewards and incentives, and manage 80% of the things.

The following little story illustrates the truth vividly.

The son of an old entrepreneur asked his father how to manage it. The old entrepreneur took a rope on the table and asked him to push the rope forward.

The son pushed the rope from behind, but he could not push it any more. The rope bent when he pushed it.

At that time, the old entrepreneur said, you pull this rope from the front.

The boy pulled the rope as soon as he pulled it.

Old entrepreneurs say that management is actually very simple, and you need to pull everyone together with your goals.

Management means pointing out goals and directions.

Set a reasonable goal.

It's half of what we achieve.

Some people say so, I believe this very much.

Our task as a manager is actually to find and formulate reasonable goals in the process of work.

For example, middle managers should assign tasks for departments and subordinates.

The key lies in its content, not its form.

The key to setting goals is to set personal goals.

Set goals for a person's one year, quarterly goals, or even one month's goals.

Because we can only achieve our goals by decomposing our goals into individuals.

Professor Tan Xiaofang, a famous business management expert, often asks everyone when he lectures in Colleges and universities that he knows the famous saying "crossing the river by feeling the stones", of course, it is known to all.

Again, what is the purpose of "crossing the river by feeling the stones"? {page_break}

At this point, there is not much answer, but there are still some people who can answer it - crossing the river.

Yes, the purpose of "crossing the river by feeling the stones" is to cross the river. However, if you look at the real society carefully, you will find that although many people clearly know that the purpose of "crossing the river by feeling stones" is crossing the river, there are always some people who are interested in touching stones after touching several stones. They will forget their purpose and goals and no longer cross the river.

The concept of "target management" was first proposed by management expert Peter Drucker in 1954 in his famous book management practice, and then he put forward the idea of "goal management and self control". PeterDrucker

Drucker believes that instead of having a job, there is a goal. Instead, it is the goal that determines the work of everyone.

Therefore, the mission and task of an enterprise must be pformed into a goal. If there is no goal in one field, the work in this field will be ignored.

Therefore, managers should manage the subordinates through objectives. When the top management of the organization determines the organizational goals, it must decompose them effectively and pform them into sub goals of various departments and individuals. Managers should conduct examination, evaluation, rewards and punishments for subordinates according to the completion of sub goals.

Setting goals seems like a simple matter. Everyone has the experience of setting goals, but if it comes up to the technical level, managers must learn and master the SMART principles.

According to Tan Xiaofang, the so-called SMART principle is:

1, the goal must be concrete (Specific).

2, goals must be measurable (Measurable).

3, the goal must be achieved (Attainable).

4, goals must be relevant to other goals (Relevant).

5, the target must have a definite deadline (Time-based).

Whether the goals of the team are set or the performance goals of employees must comply with the above principles, the five principles are indispensable.

The process of making is also a process of increasing self capability. Managers must work together with employees to improve their performance capability in the process of making high performance goals.

After the target management was put forward, it spread quickly in the United States.

At the time when the western economy recovered from the Second World War and developed rapidly, enterprises urgently needed to adopt new methods to mobilize the enthusiasm of their employees to improve their competitiveness. The emergence of target management came into being, and was widely applied. It soon followed the example of the enterprises in Japan and Western Europe and became popular in the world management circles.

Mr. Tan Xiaofang shared a story with you.

We often hear reports about whale's beached beaches. Some of the news is that these whale are committing mass suicide and are puzzled by the reasons for their suicide.

Whale research experts found that they were shelved on the beach or even killed beaches because of their pursuit of sardines, because these tiny sardines introduced these huge whale into the wrong way of death. In the course of tracking whale,

Tan Xiaofang, a lecturer in corporate training, believes that whale has died because of its pursuit of immediate profits. They can not afford to take the temptation of small profits, and spend their huge potential and strength on little things that are of little significance, and consequently bury their lives.

It can be seen that regardless of the size and type of animal, if the target is not chosen well, the ending will be equally miserable.

Think carefully, many people in reality are not like these whale? They are smart, intelligent, energetic and passionate, but they do not have lofty ideals and goals. Without the traction of goals, they lose the direction of their life, and sometimes they go to the East and sometimes to the west, wasting their energy and wisdom in meaningless rampage.

If we are clear about our life and career goals, we will use our scarce time and precious potential to use where we should be, so as to mobilize all energy, tap all potentials and strive for the pursuit of life goals.

So, the successful Master points out: what kind of person you are is much more important than what you get.

The goal not only defines the final result of pursuing, but also plays an important role in the whole life journey. It can be said that the goal is a milestone in the road of success.

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Then, we say that target management is so important. What is objective management? Chinese ancient people say that "everything is done ahead of time, and is not predisposed to be abandoned".

Cao Cao's "hope for the best" is the use of target management.

Objective management in modern sense combines many key management activities by dividing organizational goals and individual goals, such as being a means of business planning and control as well as a tool for staff motivation or performance appraisal.

Then, according to the general goal, the departments and employees in the organization determine their respective sub goals. According to the whole company, departments and personnel, they can have clear quantitative indicators, and actively fight for their respective sub goals under the premise of obtaining appropriate resource allocation and authorization, so that the overall goals of the organization can be realized, and the completion of the target can be checked and evaluated as an assessment, and then rewards, punishments and cash can be realized to achieve a comprehensive, fair and interactive management.

Because this management system is widely used in the United States and is especially suitable for the management of executives, it is called "management in management".

The manager is sorting the line targets.

Some friends asked, what is the meaning of goal management for enterprises? Tan Xiaofang thought that only by careful selection of goals can enterprises survive, develop and prosper.

A developing enterprise should try to meet different needs as far as possible, and these needs relate to employees, management, shareholders and customers.

Top management is responsible for setting up the main general goals of the enterprise and then pforming them into specific objectives of different departments and activities.

For example, if the overall sales target of the company is 1 million, the sales director and the regional manager will discuss how to accomplish the goals and set up specific targets for different regions.

Goals are made jointly, not imposed on subordinates.

If target management can be fully implemented, subordinates will even take the initiative to put forward the goals that they consider appropriate and strive for the approval of their superiors.

In this way, everyone from the management to the front-line staff will clearly understand what needs to be achieved.

For small and medium-sized enterprises, this is very important and urgent.

For a blind sailing ship without a destination, the wind in any direction is against the wind, and sufficient horsepower is meaningless.

If your car does not have a destination, the fuel tank will not have any effect.

People also mean that goals mean everything to you. Without or losing your goal, you will be nothing.

A survey was conducted on 100 employees about what kind of company is the most ideal. More than 90% of the employees replied, "a company with a clear goal is a good company."

That is to say, telling employees about the purpose of their work and letting them know what they are doing is an indispensable part of the company's overall goal.

Only in this way can the enthusiasm and ability of work be aroused.

In short, goals are the direction of action.

For enterprises, feasible and accurate objectives can correctly guide enterprises to conduct efficient operation and management, which is of great significance for improving business management and improving economic efficiency.

Mr. Tan hopes that all the entrepreneurs will attach importance to target management and do well in target management.