Employees target is it “motivation Tools” or “a thrift of a employee beneficial cost”

Bisnis Caution

Employees target is it “motivation Tools” or “a thrift of a employee beneficial cost”

there is one finance company which is notable finance company in indonesia who often conduct goals flexibility to their employees

In a first quarter 2008, early goals year have been specified and board of directors has releases Decission letter ( DL ) regarding company sales target of 2008 ( known as Surat Keputusan(SK) In Indonesian ) to each every employees and the DL have been socialized to every company's branchs. This DL period january – december 2008.

From What I remember Decree or of SK [is] a integrated comitment.

Entering march 2008 major employees succeed to specified their goals, their target achievement, more over their gave the management 120% of sales achievement and this attainment value take place till june 2008,isn't that great???

See this symptom, the management feel they are wrong in specifying the goals in the early year assumed by goals are too low. Manegement use the terms that the economic of the target market is verry condusive and way up then their forecast, “ the reason we achieve 130 % sales is because the market condition is economically growth more than the management expect it leads to the management thought of employees incentive tend to high with the meaning cost even also become higher ( the management decline this outstanding achievement because of the employees effort )

the management revise the goals with increasing storey level up to 20%, if goals initialy sale 1000 unit hence becoming 1200 unit, but with nominal of employees incentive attainments are the same as before and [do] not experience revise to go up, to follow the new target or there are no employees incentive adjusment has been made regarding the rising new sales target.

Many employees discontented by this new target because indirectly it is perceived by employees that management wish clipping of[is expense of employees incentive which is appears indirectly degrade possibility of storey the employees earning level

for exaple ; if the previous goals 100% falling [in] number 1000 unit sales employees will get incentive Rp 1.000.000,- (around $ 100 ) hence after the increaing goals 100% falling [in] a number 1200 unit so that to get incentive value of Rp 1.000.000,- employees have to pursue larger ones goals that is 1200 unit. The same nominal incentif should be reach with a large more effort.

If you become the employees, what is your view to management??

what is your comments regarding the increase of goals which [do] not [in] following well-balanced incentive structure tiring??

what also your comments regarding Board of directors Decission letter fo 2008 in the early year which so easy to change in a positive market??

Like it or not as an employees they remain to try to reach the new target , new targets go into operation in july, till come the monetary crisis in September where mortgage subprime induce to indonesian commodities and include companies target market,,,

this monetary crisiss has take the market situation in to vey low level of economic situation for company sales are intend to decresae, september until november 2008 goals being equal????

where are the management when this economic degradation happening to the company target market??

why the management [do] not [release] decission letter again regarding to revise sales target accomodating situation of economics in this time??

if you have a notion yes, of course goals have to fixed because as a marketing you have to think for optimism to sell [in] high number, hence me enquire; do a company require sky-high goals or high goals which [is] reality to current situation???

why at the (time) of market situations are condusive the goals boosted up but [in] market situation moment [do] not condusive the target [do] not be altered???

goals which is unrealistic to becoming demoralize [all] employees??

employees had in mind; working hard or get a lazy working time is about the same, eventhough they bust their ass still the targets are far to high and can not be achieve still they got Rp 0 as a compentation of working hard.

So despite alll the situation, wots are your perception about employees target of this particular management,,are they set the target to motivate the employees or to control the company employee incentive expenses??

Note;

i prefer to adjust the target at the current condition, so the numbers are atainable and the company could get their maximal value at any current situation.

Atainable target will motivate the employees to work maximize to achieve what it is possible to achieve.