The new way to work is about outcomes not hours

p 1 we need to talk about how the new way to work is about outcomes not hours

Because the office revolution accelerates, we’re witnessing an overhaul in what it means for corporations to be versatile. The dialog is not solely targeted on work-from-home and even hybrid work. Due to generational demand and the shift of the office time beyond regulation, flexibility is reworking. From limitless trip insurance policies to asynchronous schedules, corporations and their workers are adapting at a fast tempo. With these seismic shifts it is crucial that organizations rethink how success is evaluated and implement an worker efficiency mannequin that is targeted on outcomes, not “chair time.”

One of many largest misconceptions is that point spent at your desk is equal to success and that individuals are much less efficient once they’re not working within the workplace. Efficiency and success can not be considered by way of face time or the variety of hours labored. As a substitute, the main focus must be on how an worker matches up to the clear expectations set by a supervisor on the onset. Whereas the method is vital, the top outcome is really what drives a company.

Constructing a profitable tradition in in the present day’s new office surroundings requires belief, flexibility, and a philosophy of work based mostly on outcomes and not on chair time. Listed below are 4 key ideas for making a office that thrives.


Set particular metrics

To precisely and effectively measure outcomes, managers should set particular and clearly outlined metrics for his or her groups. Arduous deadlines, set numbers, and strong output objectives are main parts that make a results-focused mannequin work. When particular metrics are set for particular person workers it offers them with the construction wanted to meet their objectives permitting the outcomes to communicate for themselves as a degree for analysis.

One thing to be cognizant of when setting metrics is to not overload folks. We will’t boil the ocean, and it’s vital that metrics are each scalable and digestible—keep away from giving an unmeetable quantity of metrics. Groups will be arrange for fulfillment by implementing well-defined aims and key outcomes (OKR) processes. A top-notch OKR course of clearly outlines company-wide, departmental, and direct workforce objectives together with how every individual is contributing to these objectives accompanied by a progress tracker. This type of purpose setting holds groups accountable and drives the work ahead greater than any predetermined quantity of chair time.

Encourage open and empathetic communication

In a distant or hybrid work setting, there is a necessity for empathetic and open communication from management and workforce members. This is particularly vital proper now throughout pandemic occasions, with the strains between private {and professional} life completely blurred. Bear in mind individuals are people first and workers second. Lead with empathy and take a look at to actually perceive who your individuals are and what they want—step into your colleague’s sneakers and perceive that life comes up. Having empathy in communication permits for workers to be heard, really feel appreciated, and total, be extra productive.

Keep away from steady check-ins

It is essential that each one leaders instill good administration practices to guarantee their groups are heading in the right direction and don’t really feel they want to show their value with “chair time” and the variety of hours they’re “on-line.” Though only a few leaders would personal up to micromanaging, workers typically really feel in any other case. Working in a results-focused mannequin takes away some touchpoints that managers may be used to for monitoring the method. Whereas checking in over the course of the undertaking is vital, managers ought to keep away from being overbearing if they need to really reap the advantages of this versatile work type.

Present actionable suggestions

In a results-focused office, it is crucial for managers to present suggestions on the outcomes produced. Because the consideration is shifted away from the general course of, analysis wants to be based mostly on worker output. Having common 1:1s is key to guaranteeing that workers have a chance to give and get suggestions. Creating a delegated area for open two-way communication can assist to construct belief and help higher innovation. Now we have seen success via our OKR mannequin paired with common “begin, cease, and proceed” efficiency evaluations every quarter. The suggestions itself wants to be actionable and based mostly on efficiency metrics that had been set forth on the onset.

By evaluating workers based mostly on outcomes produced over hours spent, corporations can create a extremely pushed office with elevated worker output, improved workforce rapport, and a versatile firm tradition. Moreover, a precept advantage of the results-focused office is the tradition that it creates, permitting work to naturally be a part of life, not a separate factor.


Many corporations in the present day have what seems to be a very good firm tradition when written out on paper or on their careers web page, and we all know that firm tradition is a lot deeper than tangible advantages like break day or glad hours—it is about care and prioritizing how workers really feel about work and their well-being. When an organization focuses on outcomes over time spent, workers really feel that flexibility and are allowed to have work-life stability, which in the end drives the very best outcomes for his or her workforce, and subsequently the corporate.

We consider work is one thing you do, not a spot you go, and we’re seeing different corporations undertake that mindset and the optimistic uncomfortable side effects. The office is altering, a bodily workplace is not a vital want to do enterprise, and the 9-to-5 grind is dated and dying. The conventional way of measuring success in hours isn’t sustainable within the new work world—will you embrace it?

Carolyn Moore is the SVP of Individuals at Auth0.