Top 5 Ways to Focus on Outcomes, not Output

Over the last few years, a common question I get from executives is, “how do I know if my people are really working from home and being productive?” My response is always, “Are they meeting their goals?”

Productivity. It is a concept that has been under the microscope since the Covid pandemic. In too many organizations big and small, productivity historically has been measured by number of hours worked or “butts in seat” time. Bur were employees really productive? But in many cases, more work was accomplished, and business results improved.

A great leader focuses on outcomes, not output. Outcomes are goals attained, results accomplished, or project progression. Output is counting the number of documents created, hours worked, or emails sent. Anyone can work a ton of hours. But how many accomplish their goals and meet your expectations?

Here are 5 ways to be a leader of outcomes, not outputs:

1. Bullet point expectations: For each direct report, create a six-month goals document with 3-5 bullet point goals. You don’t have to create spreadsheets of tasks to accomplish, just 3-5 goals. This ensures you and your direct report are aligned on expectations, and then you can start collaborating on HOW to accomplish the goals.
2. Ask THEM for the task list: Many executives rattle off to-do lists for their direct reports. Instead, give them the end goal and ask them to create the task list. This creates empowerment, expertise, and planning. As their supervisor, you can always coach them to add missed steps or important checkpoints. But lead with desired outcomes and let them determine the right output.
3. 1-on-1 every two weeks. With each direct report, have a dedicated one-on-one meeting at least every two weeks to ensure their goals and your expectations are clear. “What are you going to complete in the next two weeks? How do you plan on getting that work completed?” This also allows them to ask questions and you to coach them on how to get the work accomplished.
4. Celebrate outcomes, not just output. Recognition is so important to team morale, culture, and motivation. If we recognize someone for “putting in the hours”, they believe that is what it takes to get promoted or rewarded. Instead, focus on goals attained AND the output it took to succeed. This encourages individuals to stay focused on meeting their goals.
5. Fire Chief, don’t Firefight: When things get tasky, bosses love to dive into the details and often put the fire out for their teams. This focus on doing the work does not allow the boss to get out ahead, analyze the work, and eliminate future roadblocks. A Fire Chief sets up a command posts, analyzes the fire, and provides direction and coaching to put the fire out. Stay focused on the objectives and coach your team on the tasks to get it done.