The Right Job - Part Five 'Compensation'
The Right Job - Part Five 'Compensation'
Returns are greatest when the organization is aligned and everyone is motivated. However, a recent survey by the American Management Association concludes the most challenging aspects of leadership are collaboration, allocation, and motivation. Fortunately, all three are managed in goal setting. Effective goal setting channels organizational objectives, management strategies, teamwork, and leadership.
Goal Setting Model
Goal setting helps fulfill expectations. You will maximize productivity by directing and promoting individual motivation and ability to best meet the goals of the organization. All the individuals. The entire organization.
Goal setting works best top-down. Organizational objectives can be found in the mission statement, company profile, the annual report, and press releases. They are broad statements; e.g. “We will differentiate ourselves with the best customer service in the industry”.
Management strategies are found in planning, policies, and directives, and from superiors and peer groups. They are more specific; e.g. “We will raise our rankings in the annual trade journal customer service survey”.
‘Team work’ is both the work of the team and the team working together. Individual growth and contribution are team work; e.g. “We will develop the skills to streamline our return policy”. Teamwork comes from involvement and results; e.g. “We are rewarded for working together”.
Planning
Whatever your situation, your team includes everyone with a stake in your outcome. Team members are often ‘virtual’, shared, or independent, such as management, a co-worker, or your banker, and you may have staff. The plan is to create a win-win-win situation for your organization, yourself, and your team.
Grow your team as you find opportunity. Ask the experts and owners. Interview in person. Take notes. Learn what people want. Verify the environment, resources, alternatives, risks, and expected benefits.
Manage expectations. Change takes time, motivation, and resources. See how change can pay back.
Learn how change might happen. Start high, top-down, through every team member. Outline team member roles, timelines, and goals that balance organizational expectations and priorities. Negotiate with team members for alignment and mutual commitment to their goals.
Delivery
Regular status meetings and rewards are among the best methods to help teams follow goals.
Status meetings are not for the team leader. The leader already knows the status. These meetings are for the team members; everyone’s opportunity to explain their responsibility and to ask for help and to help others. That is; opening communication, solving problems, and developing resources. The first meetings are managed for time, content, and participation, and soon the team manages itself. It’s very empowering, people are energized.
Reward the team and its members in line with your expectations. Say “thank you”, give spot rewards, and encourage individual growth. Promote team successes. Think forward with a delivery bonus or team awards and in performance reviews. Or even longer, establishing best practices for highly productive, flexible, self-monitored teams.
Summary
Follow the "Goal Setting Model" link in the author's Bio for a copy of the diagram referenced in this article. It gives you directions to help you include and integrate expectations.
This goal-setting model depends on circumstances. It can fit your situation. Whenever you need communication, better decisions, a positive outcome, more productivity, increased vigilance, or staff development.
It always pays to confirm everyone’s expectations, commitment, and satisfaction and to reward appropriately.
See http://www.amanet.org/research/index.htm for the latest American Management Association research. You will be asked to fill out an “AMA Research Access Form”.
~o~
Copyright © 2002-2008 OP!DEV ®, All Rights Reserved
The Right Job Part Five Compensation - To learn more about this author, visit Jerry Hemmerling's Website.
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Communicating Expectations ...
Returns are greatest when the organization is aligned and everyone is motivated. However, a recent survey by the American Management Association concludes the most challenging aspects of leadership are collaboration, allocation, and motivation. Fortunately, all three are managed in goal setting. Effective goal setting channels organizational objectives, management strategies, teamwork, and leadership.
Goal Setting Model
Goal setting helps fulfill expectations. You will maximize productivity by directing and promoting individual motivation and ability to best meet the goals of the organization. All the individuals. The entire organization.
Goal setting works best top-down. Organizational objectives can be found in the mission statement, company profile, the annual report, and press releases. They are broad statements; e.g. “We will differentiate ourselves with the best customer service in the industry”.
Management strategies are found in planning, policies, and directives, and from superiors and peer groups. They are more specific; e.g. “We will raise our rankings in the annual trade journal customer service survey”.
‘Team work’ is both the work of the team and the team working together. Individual growth and contribution are team work; e.g. “We will develop the skills to streamline our return policy”. Teamwork comes from involvement and results; e.g. “We are rewarded for working together”.
Planning
Whatever your situation, your team includes everyone with a stake in your outcome. Team members are often ‘virtual’, shared, or independent, such as management, a co-worker, or your banker, and you may have staff. The plan is to create a win-win-win situation for your organization, yourself, and your team.
Grow your team as you find opportunity. Ask the experts and owners. Interview in person. Take notes. Learn what people want. Verify the environment, resources, alternatives, risks, and expected benefits.
Manage expectations. Change takes time, motivation, and resources. See how change can pay back.
Learn how change might happen. Start high, top-down, through every team member. Outline team member roles, timelines, and goals that balance organizational expectations and priorities. Negotiate with team members for alignment and mutual commitment to their goals.
Delivery
Regular status meetings and rewards are among the best methods to help teams follow goals.
Status meetings are not for the team leader. The leader already knows the status. These meetings are for the team members; everyone’s opportunity to explain their responsibility and to ask for help and to help others. That is; opening communication, solving problems, and developing resources. The first meetings are managed for time, content, and participation, and soon the team manages itself. It’s very empowering, people are energized.
Reward the team and its members in line with your expectations. Say “thank you”, give spot rewards, and encourage individual growth. Promote team successes. Think forward with a delivery bonus or team awards and in performance reviews. Or even longer, establishing best practices for highly productive, flexible, self-monitored teams.
Summary
Follow the "Goal Setting Model" link in the author's Bio for a copy of the diagram referenced in this article. It gives you directions to help you include and integrate expectations.
This goal-setting model depends on circumstances. It can fit your situation. Whenever you need communication, better decisions, a positive outcome, more productivity, increased vigilance, or staff development.
It always pays to confirm everyone’s expectations, commitment, and satisfaction and to reward appropriately.
See http://www.amanet.org/research/index.htm for the latest American Management Association research. You will be asked to fill out an “AMA Research Access Form”.
~o~
Copyright © 2002-2008 OP!DEV ®, All Rights Reserved
The Right Job Part Five Compensation - To learn more about this author, visit Jerry Hemmerling's Website.
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