Management by objectives is a management philosophy, which was first put forward by peter drucker in 1954. The process of management by objectives is a cyclic process. This process refers to setting the personal goals of organizations, departments, supervisors and employees from top to bottom. To implement target management, we must first establish a complete target system, subdivide and transform the target tasks downward, form a chain target system, and form a "purpose-means" relationship between the upper and lower targets. The supervisor and the employee * * * discuss the employee's performance goals and measurement standards until they reach an agreement. The process of employees participating in goal setting is a major feature of goal management. During the evaluation period, the supervisor should regularly check the performance of employees to see if they have achieved their performance goals. In this process, the supervisor should add some new goals or delete inappropriate goals to employees as the situation changes. After such reorganization, the goal will become more and more practical. At the end of the evaluation period (usually 3 months, 6 months or a year later), employees should first evaluate their own performance and summarize whether they have achieved the set goals; Next, the supervisor evaluates the employees; Then the supervisor and the employee communicate face-to-face on the evaluation results. Finally, organizations should examine the relationship between individual performance and organizational performance. The relationship among individual performance, team performance and organizational performance-regard the results as feedback.

2. Management by objectives training II: Managing by objectives with data.

Many supervisors believe that setting goals is a matter for both supervisors and subordinates, but how to do it is their own business. However, the correct approach is that the supervisor should help his subordinates find a road map to achieve their goals. Similarly, using numbers to describe the road map to achieve the goal will enable practitioners to find the distance between themselves and the goal very clearly and know what to do to achieve the goal. First, use numbers to let subordinates know where they are. First of all, let subordinates know where they are and how far they are from their goals, so as to find a reasonable route. Second, let the staff know how to get there. Come back from the goal, what should be done can be divided into months or even weeks, and then analyze whether the resources in the hands of employees are enough to support the completion of these tasks. If not, what supplements are needed. For example, the list of potential customers is not enough, so how much difference is expected, and then analyze how to collect, arrange in which time period and how long it will take; Or where the ability is obviously insufficient and needs to be improved, then when to arrange what courses should be clear.

3. Management by Objectives Training III: Team Management by Objectives

When we talk about management by objectives training, besides individual management by objectives, we should also understand the methods of team management by objectives. This refers to the team-based management by objectives. That is, first set the overall goal of an organization, and then set the goals of each team. According to the goals of the team, employees, supervisors and colleagues jointly determine personal goals. The advantage of this method is that employees can participate more in the process of goal setting, and the relationship within the team and between supervisors and subordinates can be strengthened. The implementation of team goal management method needs the cooperation of overall leadership style, atmosphere and organizational culture, which is more suitable under the leadership style of high trust, active participation and support and in an open and cooperative environment.