Management Control: 15 Examples for Setting Performance Goals

Management Control is a system that collects and uses the information to evaluate the performance of different organizational resources like the financial, physical and the organization performance as a whole.

Management Control: Set Goals for your Employees. Here are some examples:

• Be a servant leader who is always willing to help the team
• Demonstrate a high bar for ethical behavior in the workplace that everyone should follow
• Prepare and give structure, feedback and direction to the team to avoid lack of direction
• Balance out the strategy of the organization with daily tactical tasks
• Provide manageable solutions for conflict in the office while considering both sides
• Be a good listener to the team always keeping their needs first
• Recognize and reward staff for work well done and vice versa
• Create a culture of dialogue among the employees and the supervisors
• Be consistent in knowing any team or individual who are keen with their work
• Be wise to plan for the future using both short and long term planning

Management Control: Improve and master this core skill with these ideas

• Set clear expectations and communicate them clearly. management should always configure the pace for the employees to follow. The pace should be manageable and the goals achievable so the employees can accomplish them. Frequent communication with clarity should also be emphasized on so that the employees can understand the direction they ought to follow.
• Give regular and timely feedback always. Employees love feedback especially when it's given at the right time. Any time an employee does something worth recognizing, give the recognition immediately. If appropriate, consider giving a reward to the employee for any task that exceeds expectations. Rewards also come with correction, gently steer the employee back to the right path if they are taking the wrong one as early. Use the right words while giving negative feedback to ensure the employee understands the expectations.
• Conduct regular and timely employee performance appraisals. Allow the employees to know where they stand and what goals they have achieved. Do this regularly to let the employee know where they stand regarding accomplishments and performance.
• Focus on the employee's morale. Take cautious steps in ensuring the employees are satisfied with their jobs motivating them as soon as they carry out outstanding tasks.
• Give workers the top tools and processes to excel. Provide all the requirements, tools, equipment and resources to keep the employees well intended to allow them to meet the company's established goals. Investing in an individual tool or process can help reap high dividends in productivity and employee satisfaction.