What does it mean to be results-driven? The word “results-driven” might trigger many readers to remember a previous toxic manager. However, the true meaning is much more freeing than constrictive. Becoming results-driven means emphasizing the impact teams achieved rather than focusing on the processes that led to a successful outcome. Remote work and flexible schedules are becoming more common, and workers expect more autonomy in their roles. Let's explore six ways your business can empower its teams, provide a better quality of life for its employees, and grow its bottom line.
Create a results-driven culture with clear goals and expectations. A results-driven goal is measurable, achievable, and has an endpoint date.
Many organizations measure business performance by creating goals like "Create one blog post a week" or "Increase employee happiness." However, there are issues with both of these goals.
While setting a goal to track team effort is commendable, it isn't a good KPI to measure because it doesn't measure business impact. It's essential to measure outcomes rather than the outputs of your teams. It's also crucial to ensure that all your ideas as measurable. Without a quantifiable goal, there's no way to tell if you're growing your business or if you're spinning your wheels and lighting money on fire.
Creating a timeline for these results creates accountability between team members and yourself since every day counts when it comes to results-driven goals. It has been found that without deadlines, people are less likely to prioritize their work tasks effectively. Each goal should have a definite end date, giving your teams ample opportunity to evaluate their progress and make regular course corrections.
To achieve results-driven success, businesses need to create goals that are measurable and achievable. OKRs are an excellent tool for companies looking to grow.
The OKR framework requires teams to set quarterly objectives and then break them into smaller, more specific tasks or "Key Results" that can be measured over time. With OKRs, every team within an organization has a clear definition of success and is empowered to work on their terms.
Don't get overly concerned about how your team achieves results as long as they achieve them consistently and efficiently. Freeing time that leaders would otherwise be spent on process allows more focus on strategic planning than day-to-day tasks, which affords you both clarity and relief. Additionally, when you focus on the outcomes that your employees deliver, you foster a culture that encourages the growth of great decision-makers.
In today's world, employers should focus less on how an employee chooses to work and place more on outcomes and a person's ability to cross the finish line. The processes or procedures that make one team or employee successful are not always transferrable to your entire organization. The act of crossing the finish line and reaching your ultimate goal should be more important than when, where, or how your employees worked to get there.
It's essential to regularly check in to see how efficient teams are at meeting their targets. Unfortunately, many organizations wait until the end of a fiscal quarter or year to conduct retrospectives and review how they can iterate and learn from past initiatives. For your business to be competitive, you'll want to keep these feedback loops as short as possible.
Most organizations need strong feedback loops to stay agile and adaptable. A regular process of checking progress is a critical component of success for any results-driven business. These short reflection sessions are needed so leaders and teams can continuously improve their work and make adjustments when necessary. Try to schedule regular check-ins or retrospectives with your team to keep the momentum of progress moving.
To grow a results-driven culture, your business must recognize both missed targets and success as opportunities for growth. Many businesses only celebrate the latter because the impact is much more apparent. However, missed targets provide irreplaceable knowledge. Knowing what makes your company successful is just as important as knowing what will not make your company successful.
Missed targets provide the benefit of knowing what features or value propositions won't resonate with your customer base. The ability to identify what hasn't worked for your company in the past will help inform what initiatives you should invest in for the future. Seeing missed targets as a failure is not just an injustice to your team's efforts but could cost your business in the long run.
The path to becoming a results-driven business does not happen overnight. Emphasizing business outcomes rather than focusing on your teams' outputs should become a core value of your business. When you reach the end of a project cycle or fiscal quarter, you should set new goals based on previous performance and reflect on what went well and what didn't. Learnings should be shared across your organization in a way that empowered teams to make data-driven decisions with historical context.
Commonality provides OKR software that empowers teams and leaders with clear success metrics, the transparency to understand how individual efforts tie back to high-level business objectives, and the data to ensure that success is measurable and accessible. Get started with our free software today to start growing your results-driven culture.
First published Aug 10, 2021, 7:09 PM, updated August 10, 2021
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