Cómo establecer objetivos y lograr los resultados deseados


Las estadísticas (Fuente: Great Place to Work) señalan que solamente el 6% de las empresas mexicanas tienen un proceso claro en cuanto al establecimiento de objetivos se refiere. Eso nos habla de que el 94% no!

Este dato alarmante nos transmite que de ese tamaño es el problema que enfrentan diferentes organizaciones en México. Esto significa que la gran mayoría de las organizaciones en nuestro país no transmite con claridad a sus colaboradores lo que tienen que lograr. En el mejor de los casos se les asignan tareas pero no resultados lo cual marca una gran diferencia; Dirigen a sus empleados por tareas y no por objetivos.

Entendemos que establecer objetivos es una técnica sencilla, pero lo cierto es que por sencilla que sea hay un profundo desconocimiento de la misma. Dentro de ese 94% de empresas, hay quienes conocen la técnica e, inclusive, cuentan ya con procesos establecidos en esta materia pero, simplemente, no la utilizan; Y, por otro lado, hay quienes ni siquiera la conocen.

Objetivos y Metas

Aunque en un lenguaje coloquial pueden significar lo mismo, técnicamente los objetivos están ligados a los resultados que se tienen que lograr, y las metas a las pequeñas mediciones que nos van a permitir saber que vamos a llegar al objetivo, por lo que ponemos metas de menor nivel o alcance y, según las vamos cumpliendo, nos vamos acercando al gran objetivo.

Tipos de objetivos. Cómo definirlos y ponerlos en práctica

Primeramente, hay que aprender a clasificar los objetivos, en base a 3 tipos:

  1. Objetivos estratégicos o de innovación.- Debe haber al menos uno cada año en la organización que apunte a garantizar la sustentabilidad de la compañía a largo plazo; si no lo ves desde hoy, puedes llegar a tener un problema serio a futuro.
  1. Objetivos operativos.- Son los objetivos del día a día y que están relacionados a procesos de ventas, ingresos, cuidado de los costos, recursos, rotación de empleados … Es importante que la organización fije al menos 8 objetivos de este tipo.
  1. Objetivos de proyecto.- Objetivos ligados a la mejora continua de la empresa en todas y cada una de sus áreas, y uno de proyecto.

Posteriormente, hay que asegurarse que la enunciación del objetivo sea clara y que cumpla con estas 5 características:

Objetivos S M A R T (Specific, Measurable, Achievable, Relevant, Time)

. Que sea Específico; es decir, vinculado a un resulto concreto

. Que sea Medible en 4 categorías: Calidad, Cantidad, Tiempo y Costo

. Que sea Alcanzable; Objetivos que cumplan la capacidad de poder cumplirlos

. Que sea Relevante. Si bien el objetivo representa ya un desafío, debe ser relevante tanto para los colaboradores en el sentido de que debe sumar, igualmente, a su proyecto de vida personal, como para la empresa, que sume a la visión y misión organizacional.

. Que el factor Tiempo esté bien definido; es decir, hay que definir muy bien, y desde un inicio, cuál va a ser el tiempo de finalización de ese objetivo, cuándo debemos cumplir con el resultado.

Muchos de los líderes se atoran a la hora de establecer objetivos claros, o los establecen y no los comunican y aunque parezca increíble, lo cierto es que esto ocurre en muchas organizaciones.

Asimismo, debe haber una evaluación. El siguiente paso que debe dar un líder es realizar un diagnóstico con su equipo de trabajo, con el fin de medir si cuentan con las competencias requeridas para alcanzar los objetivos, y es ahí donde fallan un gran número de empresas.

Y, finalmente, es muy importante crear un entorno de rendición de cuentas … Si un líder no se sienta periódicamente con sus colaboradores para ver cómo van en sus tareas, probablemente no se logren los resultados esperados.

Una vez de que se logran los objetivos previamente definidos, a nivel de grupo se debe celebrar, y a nivel individual, dar reconocimiento.

Por: Raciel Sosa, Director General de Leadex Solutions / Facebook: Raciel Sosa MX Twitter: @Raciel Sosa

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