Why Managers Need to Shift from Effort to Impact: The Case for Outcome-Based Feedback"

Managers often make the mistake of focusing on inputs (the effort and resources invested) rather than outcomes (the results and impacts achieved) when providing feedback. Here’s why this happens and the implications of such an approach:

Why Managers Focus on Inputs

1. Ease of Measurement:

? ?- Observable Efforts: Inputs, such as hours worked, tasks completed, or resources used, are straightforward to observe and quantify. This makes them easier to track and discuss in feedback sessions.

? ?- Immediate Availability: Input data is often immediately available, allowing for quick assessments and feedback.

2. Cultural and Organizational Norms:

? ?- Work Ethic Emphasis: Many organizational cultures emphasize hard work and dedication, leading managers to praise employees for the visible effort they put in.

? ?- Traditional Management Practices: Some managers are accustomed to traditional management practices that prioritize controlling and monitoring employee activities.

3. Perceived Fairness:

? ?- Control over Effort: Managers might believe it’s fairer to evaluate employees based on their effort, as this is within the employee’s control, unlike certain outcomes which might be influenced by external factors.

Implications of Focusing on Inputs

1. Misalignment with Goals:

? ?- Disconnect from Results: Focusing on inputs can lead to a disconnect between daily activities and the organization’s strategic goals. Employees might work hard but on tasks that do not significantly impact the desired outcomes.

? ?- Inefficiency: Effort doesn’t always correlate with effectiveness. Employees might be busy but not productive in terms of achieving meaningful results.

2. Reduced Motivation and Engagement:

? ?- Lack of Purpose: Employees may feel demotivated if they don’t understand how their efforts contribute to larger organizational goals. Focusing solely on inputs can lead to a lack of sense of purpose and direction.

? ?- Burnout: Emphasizing effort can lead to burnout, as employees might feel pressured to work long hours or overextend themselves without seeing tangible results or recognition for their actual impact.

3. Inadequate Skill Development:

? ?- Limited Growth: Feedback focused on effort rather than outcomes may not address skill gaps or areas for improvement in achieving results. Employees might not receive the guidance they need to develop competencies that drive better outcomes.

? ?- Complacency: Employees might become complacent, believing that putting in effort is sufficient, rather than striving for higher levels of performance and results.

Shifting Focus to Outcomes

1. Outcome-based Feedback:

? ?- Specific and Measurable Results: Provide feedback based on specific, measurable results that align with organizational goals. This helps employees understand the impact of their work and areas for improvement.

? ?- Balanced Approach: While acknowledging the importance of effort, ensure that the primary focus is on the quality and effectiveness of outcomes achieved.

2. Setting Clear Expectations:

? ?- Align Goals with Outcomes: Set clear, outcome-oriented goals that are aligned with the organization’s strategic objectives. Ensure employees understand the desired outcomes and how their work contributes to these goals.

? ?- SMART Goals: Use the SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound) to set clear and actionable outcome-based goals.

3. Encouraging Continuous Improvement:

? ?- Feedback on Results: Provide constructive feedback on the results achieved, identifying strengths and areas for improvement. Encourage employees to reflect on what worked well and what could be done differently.

? ?- Development Opportunities: Offer opportunities for skill development and training that enable employees to achieve better outcomes.

4. Recognizing and Rewarding Outcomes:

? ?- Performance-based Rewards: Recognize and reward employees based on the outcomes they achieve. This reinforces the importance of results and motivates employees to focus on impactful work.

? ?- Celebrate Successes: Celebrate and communicate successes that highlight the positive outcomes achieved by employees or teams, reinforcing a culture of results-oriented performance.

Managers should aim to provide feedback that emphasizes the impact and effectiveness of employees' work, fostering a results-oriented culture that values both effort and achievement.

Paathshala Learning Solutions Rajib Chowdhury #performance #leadership #feedback #firsttimemanager