Target agreement systems: design, implementation and application

SMART goals (SMART)

• SMART - Goal definition.
• Approach in 6 steps.
• Advantages of SMART goals.

Objectives and key results (OKR)

• Define objectives and key results.
• OKR principles and quality criteria.
• Differentiation between output and outcome thinking.
• OKR cycle: Review and Retrospective.

Key Performance Indicators (KPI)

• What constitutes a KPI?
• Define KPIs.
• KPIs versus OKRs.

Application variants

• Formation of operational goals based on strategies.
• Anchoring of target and incentive culture.
• Linking ambitious targets to remuneration components.
• Focus on results and value contribution.
• Successful incentive systems as a retention tool for employees.
• Proven target controlling techniques.
• Target agreements coupled with variable remuneration? Advantages and disadvantages.
• Dealing with over-performers.

Implementation of ZV in the HR concept

• Structured target agreement process.
• Organizational requirements and possible adjustments.
• Role of company management, executives and HR.
• Embedding in an overall HR concept.
• Concept development, communication and secure anchoring.
• Improving organizational performance through goal orientation.

Decisive success factors

• Creating incentives that work: What really pays off?
• Prevent misunderstandings: How to have successful target discussions.
• Professional goal setting/target setting.
• Reviewing your own goals: Feedback culture, milestones and successful target monitoring.

Resistance and stumbling blocks

• Dealing with resistance and conflicts.
• Role of the manager in MbO implementation.
• Fundamental decision of the company management.
• Targets and remuneration options complement the management culture.
• Robust guidelines from organizational management and support from HR.