Lexikon

Target agreement

The Target Agreement is a central instrument in personnel management, in which employees and supervisors set goals together. It helps improve employee performance, motivation and satisfaction.

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Defining the target agreement

A target agreement describes the process in which managers and employees work together on specific, measurable and time-bound Targets Define. These goals should be achieved within a defined period of time and serve to promote employee development and optimize company performance.

What are the objectives of the target agreement?

Target agreements serve both the professional development of employees and the achievement of corporate goals. Key objectives include:

🎯 Increased Motivation Employees who have clear goals in sight work more purposefully and with greater engagement.
📝 Transparency and Clarity By setting concrete expectations, employees better understand what is expected of them.
💼 Promoting Self-Responsibility Employees take responsibility for their own goals and their achievement.
💬 Enhanced Communication Regular discussions between supervisors and employees foster dialogue and collaboration.

Target agreement process: This is how it works

The target agreement process consists of several phases, which provide a transparent and clear structure for achieving goals:

1 ️ Goal development and definition

At the beginning of the process, individual goals are developed together. The goals should be formulated according to the SMART principle, i.e. specific, measurable, accepted, realistic and scheduled.
2 ️ Goal Agreement Discussion

In a personal conversation, the goals between supervisor and employee are specified and set out in writing. It serves as a basis to ensure that both sides have a common vision of the objective.‍
3 ️ Support during implementation

While achieving the goals, the manager provides advice, offers support and, if necessary, gives feedback. Regular exchange helps to overcome any obstacles.‍
4 ️ Review and Evaluation

At the end of the agreed period, the degree of goal achievement is analysed and discussed. The goals are compared with actual performance and possible adjustments for the future are discussed.

Options for designing target agreements

Target agreements can be drafted individually or collectively:

  • Individual target agreements: These relate to the personal performance of an individual employee and are individually adapted to their role and responsibilities.
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  • Team or department goals: The focus here is on the joint performance of a team. Achieving goals depends on the collaboration and success of the entire team.
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  • Project target agreements: These relate to specific projects and are based on the particular challenges and goals of the project.

Opportunities and risks of setting goals

The method of setting goals has numerous advantages, but there are also potential stumbling blocks.

Opportunities:

  • Promoting Performance: With clear objectives, employees can work specifically to achieve results.
  • Clear communication: Expectations are transparently communicated, which minimizes misunderstandings.
  • Increasing satisfaction: Employees appreciate clear, achievable goals that make their contribution to the company's success visible.

Risks:

  • Overburden: Unrealistically high goals can be demotivating and increase the risk of Burnouts Increase.
  • Competitive thinking: In team structures, there can be unwanted competitive thinking if the goals are too focused on individual successes.
  • rigidity: Goals that are too inflexible can be a hindrance in a rapidly changing business world.

Conclusion

Target agreements are a proven tool for promoting employee motivation and motivation. Used correctly, they contribute to open communication, clear objectives and better results. However, companies should make sure to set realistic and flexible goals and keep an eye on the risks associated with an excessive focus on individual performance.

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