Managing effort or managing outcomes – which is best? Get it right and you get a ton of benefits – better team performance, happier staff, more time plus more. Get this right more than you peers, and you will enjoy better team performance, better pay and bonuses, higher status and more. 

Get it wrong and team performance suffers, you have unmotivated staff and you have a lot less time available personally. 

I share 7 factor and approaches to maximise the benefits you get from getting a better balance between focusing on effort or outcomes. The best managers get it right by considering each of these 7 factors. 

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What to focus on - managing activity or results – is not always easy. It can even harder when it you struggle in measuring activity or results. You can’t manage what you can’t measure. 

I start by explaining exactly what we mean when we talk about managing activity or managing effort. This is when a manager focuses on managing each step in a series of steps to get an end desired result. One extreme of this is micro-managing. 

Then I explain the difference between managing effort and managing results. This will help you focus on activity or results, or get a better balance between the two for everything you and your team does at work. 

Why results matter more than activity comes down to results are end result of a lot of activity. If the results are good, the activity to get those results is very likely to be good too. Good activity doesn’t always give you good results. 

Finally, I take you through 7 factors you should consider every day in deciding about what balance you strike between managing effort or outcomes. There is rarely a right or wrong answer. There is certainly better or worse in terms of creating great team performance and impressive results. 

If you have any questions on “Managing Effort or Outcomes. How The Best Managers Get It Right”, please email me at support:enhance.training and I will get back to you. 

Jess Coles 

enhance.training