Management Consulting with Goals

Perhaps the most fundamental solution to addressing many challenging problems such as competition, uncertainty, variability, and intense work pace, which are at the top of the characteristics that determine business life, is to determine the corporate goals. For this purpose, first of all, the main objectives of the institution, the vision, the mission and the determination of the quality policy, the strategies to be used to achieve the determined goals, the definition of the business goals of each department and the determination of the employees' goals in the light of numerical goals are among the issues that need to be addressed. Defining institutional goals and measuring performance against set goals, our intervention provides an open, impartial and information-based evaluation, comparison and the opportunity to take measures against the problems that may be encountered.

Management by Goals is a management approach that involves meeting the manager and the employee to set goals and evaluating the employee based on the achievement of specific goals. The purpose of "Management with Goals" is to determine and define the institutional aspect and goals of the organization in managerial issues. One of the most important features of Goals Management, which aims to reconcile the goals of the institutions with the goals of their employees, to create action plans to achieve these goals, and to evaluate the results achieved, is that it allows employees to participate in the management. In the meetings envisaged within the framework of the system, the employee and the manager come together to decide which goals will be set in line with the corporate goals and within the scope of the employee's areas of responsibility, and how these goals will be achieved. Throughout the year, the person and the manager come together about the efforts and results of the employee, and the employee can change the direction, shape and behavior of his efforts in line with the feedback received from his manager. In this way, the performance of the organization is managed effectively with the participation of the employee.

For the successful implementation of the "Management by Goals" approach, which is an effective focus to create and maintain a performance-oriented culture, first of all, it is imperative that the senior management own and support this system. As stated before, the targets should be shared with the employees and adopted by them. Prioritization should be done correctly in the stage of setting the goals and feedback should be given to the employees at the end of the process. The determination of goals should be pursued gradually in a sharing and communication process. In this sense, first of all, after managerial goals are determined by the managers with consensus and agreement, process and department goals should be determined. In all these stages, the goals should be shared with other relevant managers and concerned parties. Then, they should be announced to all employees of the organization through various communication channels and should be adopted by the employees.