Result Oriented Management
Last week I was doing a short internet course on result oriented management. I am currently taking some courses via New Heroes, by Schouten en Nelissen. As I hope to gain more and more responsibility in my professional career, it also means that I will have to keep improving in managing myself and others to reach the desired results. Enough reason for me to further develop myself and become the best version of myself and for my employer. In this #careerlion blog, I will share with you the wisdom that this course has brought me and some additional research on result oriented management.
An Agreement is An Agreement
One of the most important elements in result oriented management is to ensure that an agreement is an agreement. There are two parts to making an agreement stick, ensuring that it is SMART and to ensure that there is commitment on both ends. As you may already know of have read on the blog, SMART stands for:
If there is one thing that I have learned in both my privet life and at work, then it is that an agreement should be clear and all involved parties should be committed. Before you know it, you are the only one that sees the importance of whatever it is that you agreed on. Even living together with my boyfriend has taught me that agreements need to be specific and backed up by commitment on both ends. Before you know it, there is a discussion on whether or not one agreed to tidy up the house. I am sorry, tidying is just really not for me. Neither is taking out the trash after an incident with the garbarge man who accidently grabbed my key cord with my house keys.
To make agreements that are SMART and (involved) parties commit too, the following steps can be taken:
- Start by presenting the problem and identify the desired result together.
- Then ensure that the agreement matches the capabilities of the employee and his or her position.
- Also agree on the environment in which the employee must deliver the results.
- Then make agreements on the means, authorizations and progress.
- Lastly, form a result oriented agreement in a SMART manner that you are both committed to.
When you are forming result oriented agreements, you also want to make sure that you are both clear on the expectations. You can’t expect someone to read your mind, obviously. Depending on the person you would like to make agreements with, you want to set different levels of expectations. For some it may be more activity driven (i.e. answering all incoming emails), while for others it is more result (i.e. realizing an agreed profit) or effect (i.e. expanding the market share) oriented. Take into account that you will have to set some norms as well. You can set an objective one, assuming the maximum achievable. However, you can also set ones where you differentiate per employee (i.e. between a junior and senior) or per framework. In the latter, you set a minimum and maximum norm to track someone’s progress. At my job for instance, we have a differentiation per employee based on their position and a minimum and maximum norm to track the progress. So far, I have found that with this combination the expectations of my work are very clear.
To really manage in a result oriented way, it means to extend the motivation of employees in these agreements. Here, it is important to emphasize their natural motivation. A couple of tricks to achieve this are giving them maximum clarity to employees on their area of work, responsibilities, space for self-steering, frequent feedback and a good reward. This reward should mainly come in the form of appreciation that is. For me it works best when I have a lot of freedom to steer myself and get feedback on how this is going. When a certain someone (you know who you are) for instance tells me that I must tidy, my motivation basically sinks like the Titanic. I do my best work when no one tells me I “must” do it.
What is your personal experience with result oriented management? Is it something that you are applying already or curious about? Or are you a result master and do you have some knowledge to share with us? Let us know below!