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通过承诺和延伸目标来提高绩效

通过承诺和延伸目标来提高绩效

使用“按绩效付费”计划?

双管齐下的目标设定策略可能对您的团队有意义。

在此 思想领袖帖子中,作者 Mike Figliuolo 解释了两种不同类型的目标——承诺和延伸——以及每种目标在推动卓越绩效方面所起的作用(尤其是当金钱是主要激励因素时)。以下是他提出的主要观点的简要总结:

  • 制定激励措施时,应将目标与奖励直接联系起来。明确定义员工达到一定绩效水平后将获得什么。
  • 与您的员工一起设定两个目标级别:“承诺”和“延伸”。
  • “承诺”级别的目标是员工无论如何都要实现的目标。在这个级别,员工只是在做自己的工作——实现这些目标不应该有任何奖励。根据经验,“承诺”目标相当于 70% 努力。
  • “延伸”级目标就是字面意思。实现这些目标需要花费更多的时间和精力。因此,当员工实现这些目标时,他们应该获得 100% 的奖金。
  • 为了通过此目标设定模型最大限度地提高绩效,请创建一个与“承诺”和“延伸”目标之间的差距相对应的浮动奖金等级。例如,如果一名员工实现了其“承诺”和“延伸”目标中间的目标,他应该获得 50% 的奖金。

这种策略是否意味着您的 SMART 目标无关紧要?

绝对不是。SMART(具体、可衡量、可实现、现实、基于时间)目标对于帮助您的工作团队保持正轨仍然不可或缺。事实上,您可以使用 SMART 目标设定方法来定义“承诺”和“延伸”目标。有关更多信息,请阅读我们之前的帖子 设定 SMART 目标来推动增长 在您的业务中。

无论你采用哪种目标设定方法,请记住以下提示:

  • 让每个人都参与制定目标 – 从一线员工到高层管理人员。
  • 清晰地传达目标。 个人和团队越了解他们想要实现的目标 - 以及他们的日常努力如何影响目标的实现 - 他们就会越努力地工作。
  • 经常重新审视目标。 每月与负责实现目标的人员会面。如果进展顺利,那很好;但如果进展落后于计划,请讨论原因并制定计划以重回正轨。

需要高绩效人才来推动组织的发展吗?

无论您是推出新产品或服务、瞄准新行业还是提高市场渗透率,Exact Staff 都可以为您当地或全国的招聘需求提供优秀人才。立即联系招聘人员讨论您的要求。

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