As mentioned in the previous article, in order to stimulate the intrinsic motivation of team members, we need to form an active team and create category email list an autonomous team culture. Therefore, the sense of competence and autonomy should also be considered in the category email list management of goals. It is necessary to participate in discussions with team members to determine the common goals of the team, and encourage team members to set certain challenging goals and add individuals who are consistent with the team goals.
Goals; instead of communicating goals to subordinates in a commanding and unquestioning manner, doing so deprives those members of category email list the expectations of the goals of their autonomy and their performance is likely to suffer. Therefore, the content category email list of this article is built on the basis of stimulating intrinsic motivation; this part introduces six aspects from determining goals and key results, making plans, identifying risks, assigning tasks, implementing and checking, and feedback. 1. Identify goals and key results This part mainly introduces the idea of ​​OKR.
Maybe your team is still using KPI. It doesn’t matter. The key is to understand OKR, let your mind break through the shackles of KPI, and category email list don’t complete KPI for KPI’s sake. As Einstein said: Not everything that can be counted with numbers is valuable, and not category email list everything that has value can be measured with numbers. As mentioned in the book "OKR Work Method", the management by objectives method is based on two basic principles: Don't tell your subordinates exactly what to do, just tell them what you want and they will give you a satisfactory result. Measure job.