mbo presentation
DESCRIPTION
Management by Objectives adapted to Sales Team contextTRANSCRIPT
Management by Objectives
MBO
Lets wake up
AGENDA- Definition
- Principles
- Process
- Tools
- Cultural Influences
- Advantages & Disadvantages
- Is MBO obsolete?
- New Trends
DEFINITIONBY PETER DRUCKER
DEFINITION OF MBO
Management Model based on Objectives that are agreed on
between Management and Employees
The aim is to reach overall Strategic Goals for the
Organization but also Individual Goals for the Employees
This Model integrates Employees in the planning process what
leads to Participation, Motivation and Commitment
DEFINITION OF MBO
Employees measure their daily
work on their individual goals
and act in best interest of the
company
Sum of all individual goals forms
the overall goal of the company
MBO PRINCIPLES
Setting Goals Together
Periodically Evaluation
Focus on Goals, not on Methodologies
Support from Superior
MBO PRICIPLES
HOW TO
ESTABLISH
GOALS
?
S pecific
M easurable
A chievable
RT
elevant
ime-based
How to be SMART?
SMART GOALS
Get SPECIFIC and clear
about what you want to
achieve!
SMART GOALS – STEP 1
I want to be
rich
Make your goal
MEASURABLE - quantify
what you want !
SMART GOALS – STEP 2
I want to have 1
Billion Dollars
Make your goal
ACHIEVABLE within your
resources!
SMART GOALS – STEP 3
I work hard
as hell
Make your goal
RELEVANT – Is it
worthwhile?
SMART GOALS – STEP 4
I want to keep her
happy
Your goal needs to be
TIMED - Set a start and a
finish date!
SMART GOALS – STEP 5
One year till the
first million
THEMBO’s PROCESS
PROCESS
Routine
Objectives
Problem-Solving
Objectives
Improvement
Objectives
Innovation
Objectives
CENTRAL GOAL SETTING
Development of Individual Goals
Revision of Job Description
Resource Allocation
INDIVIDUAL GOAL SETTING
PROGRESS MONITORED
RESULTS’ REVIEW
- Objectives and key results
- Long and short term priorities
- Scope of assistance expected
- Standards of performance
Self Evaluation
360-Degree
Evaluation
Checklist
Evaluation
Critical Incidents
Method
PERFORMANCE APPRAISAL
Non-Financial
Motivators
Salaries
Commission
Share Ownership
Performance Pay
Financial
Motivators
ACHIEVERS REWARDED
Job Enlargement
Job Rotation
Job Enrichment
Empowerment
TOOLS
Organizational Goals =
Organizational KPI
(e.g. number of complaints in the end of the week)
Individual Goal = Individual KPI
(e.g. weekly % difference in complaints handled that
result in satisfied customers vs. unsatisfied customers)
KEY PERFORMANCE INDICATORS
To achieve
our vision,
how should
we appear
to our
customers?
CUSTOMER
Objectives Measures Targets Initiatives
To satisfy
our share
holders and
customers,
what
business
processes
must we
invest in?
INTERNAL BUSINESS PROCESS
Objectives Measures Targets Initiatives
To achieve
our vision,
how will we
sustain our
ability to
change and
improve?
LEARNING AND GROWTH
Objectives Measures Targets Initiatives
To succeed
financially,
how should
we appear
to our share
holders?
FINANCIALS
Objectives Measures Targets Initiatives
VISION AND
STRATEGY
BALANCED SCORECARD
HOW CAN
CULTURE
INFLUENCE
MBO?
Power Distance Index
Individualism vs. Collectivism
Masculinity vs. Femininity
Uncertainty Avoidance Index
Long vs. Short-Term Orientation
+
+
+
+
+
-
-
-
-
-
HOFSTEDE’s CULTURAL DIMENSIONS
Low Power Distance
Low Uncertainty
Avoidance
High Individualism
High Masculinity
Short-Term
Orientation
REQUIREMENTS OF MBO
ADVANTAGES
AND
DISADVANTAGES
Develops a result-oriented philosophy
No role ambiguity or confusion
Raises employee morale
Improves the appraisal of subordinates
Produces goals that identify expected
results
Allows a continuous monitoring
ADVANTAGES OF MBO
Develops a result-oriented
philosophy
No role ambiguity or confusion
Raises employee morale
Improves the appraisal of
subordinates
Produces goals that identify
expected results
Allows a continuous monitoring
DISADVANTAGES OF MBO
IS MBO
OBSOLETE?
High Volatility in Markets and Trends
Conservative Individual Goals
Non Collaborative Goals = Inefficiency
Having productivity measured is hard
YES! BUT WHY?
LET’S PRACTISE IT !
TASK 2
Paper Planes
Level 1: less than 2 m 5 points
Level 2: 2-5 m 10 points
Level 3: more than 5 m 20 points
Choose which paper you will use before the
game:
Big paper: - 2 points
Normal paper: 0 points
Small paper: + 2 points
TASK 1
Card’s Castle
Level 1: 2 levels high 5 points
Level 2: 3 levels high 10 points
Level 3: 4 levels high 20 points
Choose how many cards you will need
before starting the game
If you need more cards during the game it
costs you half a point
If you have to much cards over when the
time is up it costs you half a point for
every card.
Choose one of the following:
• Everyone of you ever thought about your bucket list?
• Achieved one of the setted objectives?
• Have they been SMART?
Task: Imagine if you would have just 1 year to live
• What would you plan to do in this year. Please write down 6 things (you don‘t have to share that with us)
• What about if you would just have 6 month? ( 3 things)
• 1 month?
• 1 day?
Your Bucket List
NEW TRENDS IN MBO
SKILLS ACTIVITIES
Three types of management
RESULTS
BALANCING RESULTS SKILLS AND ACTIVITIES
SKILLS RESULTS
Traditional MBO Approach
BALANCING RESULTS SKILLS AND ACTIVITIES
New MBO Approach
BALANCING RESULTS SKILLS AND ACTIVITIES
SKILLS RESULTSACTIVITIES
As Peter Drucker said, “you can only
manage what you measure” and “what
gets measured gets done”.
GAMIFICATION: A NEW WAY TO EMPLOYEE ENGAGEMENT
Measurable goals are crucial for
organizational success
Inspire mastery, commitment
and higher performance rates
Keep employees focused on
results.
GAMIFICATION: A NEW WAY TO EMPLOYEE ENGAGEMENT
The problem is:
With those set for lower
levels employees
Managing Staff objectives
are not always in line…
Is here where
gamification
can intervene
GAMIFICATION: A NEW WAY TO EMPLOYEE ENGAGEMENT
But what is gamification?
GAMIFICATION: A NEW WAY TO EMPLOYEE ENGAGEMENT
What does it bring to the table?
Act as tool to realign employees
with corporate goals
Keeps workplace competition
under control
Establishes a feedback system
that individually rewards
employees
GAMIFICATION: A NEW WAY TO EMPLOYEE ENGAGEMENT
How?
GAMIFICATION: A NEW WAY TO EMPLOYEE ENGAGEMENT
Challenge: Increase sales
training program participation
Solution: Motivate through
rewarding exploration and
knowledge demonstration in
an online collaborative
community
GAMIFICATION: FORD CANADA AND BUNCHBALL EXAMPLE
Examples of Tools Used
- Badges and virtual trophy
case
- Different levels of
performance for tasks
and missions
- Individual and team
leaderboards
- Virtual Dream garage
GAMIFICATION: FORD CANADA AND BUNCHBALL EXAMPLE
RESULTS
- 100 000 unique visits to the
platform
- User activity increased 60%
- Impact on sales
GAMIFICATION: FORD CANADA AND BUNCHBALL EXAMPLE
André Campino, Diogo Vasques, Katharina Erdrich, Eric Stange,
Miguel Saúde, Soraia Vale
Thank you for your attention.