Work is about outcomes, not hours

One of the biggest misconceptions is that time spent at your desk is equivalent to success and that people are less effective when they’re not working in the office. Performance and success can no longer be thought of in terms of face time or the number of hours worked. Instead, the focus should be on how an employee matches up to the clear expectations set by a manager at the onset. The end result is truly what drives an organization.
How to guide your employers to get to it? Here some tips:

Set specific metrics

To accurately and efficiently measure results, managers must set specific and clearly defined metrics for their teams. Hard deadlines, set numbers, and solid output goals are major elements that make a results-focused model work. When specific metrics are set for individual employees it provides them with the structure needed to meet their goals allowing the results to speak for themselves as a point for evaluation.

Encourage open and empathetic communication

In a remote or hybrid work setting, there is a need for empathetic and open communication from leadership and team members. This is especially important right now during pandemic times, with the lines between personal and professional life totally blurred. Remember people are humans first and employees second. Lead with empathy and try to really understand who your people are and what they need—step into your colleague’s shoes and understand that life comes up. Having empathy in communication allows for employees to be heard, feel appreciated, and overall, be more productive.

Avoid continuous check-ins

It is crucial that all leaders instill good management practices to ensure their teams are on the right track and don’t feel they need to prove their worth with “chair time” and the number of hours they are “online.” Although very few leaders would own up to micromanaging, employees often feel otherwise. Working in a results-focused model takes away some touchpoints that managers might be used to for monitoring the process. While checking in over the course of the project is important, managers should avoid being overbearing if they want to truly reap the benefits of this flexible work style.

Provide actionable feedback

In a results-focused workplace, it is imperative for managers to provide feedback on the results produced. Since the attention is shifted away from the overall process, evaluation needs to be based on employee output. The feedback itself needs to be actionable and based on performance metrics that were set forth at the onset.

By evaluating employees based on results produced over hours spent, companies can create a highly driven workplace with increased employee output, improved team rapport, and a flexible company culture. Additionally, a principle benefit of the results-focused workplace is the culture that it creates, allowing work to naturally be part of life, not a separate thing.

We believe work is something you do, not a place you go, that´s why today we can
As we can see, the way of working has changed and today we can hire people from all over the world, without having to be physically in the same place. Would you like to start doing it but don’t know where to start? we can help you. Contact Us