Is Yours an Inputs-Oriented Workplace?
Do you have an Inputs-Oriented Workplace...
Or an Impact-Oriented Workplace?
What the hell is the difference?
My agency once had a client who would have the human resources manager go from office-to-office and cubicle-to-cubicle at 8:30 every morning to ensure that vice presidents and administrative staff alike were all in their seats.
Keep in mind that these vice presidents were making mid-six figures and above, supposedly being paid to produce key outcomes for the organization.
And yet, the organization made it clear (and this is only one example) that what they really valued, and what could really get "chits" with the management, was an input such as being in your seat at 8:30 a.m.
This was an inputs-oriented workplace.
An impact-oriented workplace is one in which people are trusted.
They are trusted to make impact, whether that means they're in their seats at 8:30 a.m or 9 a.m.
You'd think the "COVID Work From Home Era" would've changed that, but I still talk with people at organizations which are over-using (abusing, in my opinion) tech to treat their people like children.
Here's the deal: If the only way you can measure the impact of your employees is by counting the number of hours they work, or other useless metrics, then you clearly don't know the impact your people need to make to move your company forward.
It also shows you don't trust your people.
And a workplace in which there is a lack of trust is a toxic workplace.
Each of your team members has unique talents. They work at different pace. They process information differently.
Yes, they are individual humans.
They are creative humans.
And a true Team of Superheroes is one in which team members are empowered to unleash their unique superpowers and align them with those of their team members to achieve key outcomes that move the team forward.
They measure outcomes and impact, rather than useless inputs.
It doesn't mean you don't have rules, regulations, and standards.
But it does mean you treat your people...