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https://www.nytimes.com/2012/10/07/business/measure-results-not-hours-to-improve-work-efficiency.html
The traditional emphasis on face time, after all, is easy for managers: it takes much less effort to count hours than it does to measure results. That’s why you …
https://www.fastcompany.com/90634884/we-need-to-talk-about-how-the-new-way-to-work-is-about-outcomes-not-hours
We need to talk about how the new way to work is about outcomes, not hours Set specific metrics. To accurately and efficiently measure results, managers must set specific and clearly defined... Encourage open and empathetic communication. In a …
https://www.cio.com/article/3086690/measure-your-employees-results-not-their-time.html
Measure your employees’ results, not their time. The future of work is in autonomy. If you keep a tight leash on your employees, your company will suffer in the long run. By Sarah K. White.
https://www.hrbartender.com/2016/training/measure-training-effectiveness/
One of the speakers, Foo Chek Wee, human resources director at ZALORA Group based in Singapore, made the comment that organizations needed to stop measuring training by hours and start measuring by results. You’ve probably seen the measuring training by hours approach at some point. Training must start at 8:30a and end at 4:30p.
https://vimeo.com/420691327
This is "ASERL webinar: Rethinking Work_ Measure Results Not Hours!" by ASERL on Vimeo, the home for high quality videos and the people who love them.
https://www.staceybarr.com/measure-up/how-to-help-people-measure-results-not-activity/
People would be creating measures of their activity and workload, not measures of their results. They would be using measures as a tool to defend their thus-far ignored complaints, rather than as a tool to improve their processes and results. The clue is in Ken’s suspicions about why nurses want to measure the number of phone calls they answer.
https://about.gitlab.com/handbook/values/
Measure results not hours. We care about what you achieve: the code you shipped, the user you made happy, and the team member you helped. Someone who took the afternoon off shouldn't feel like they did something wrong. You don't have to defend how you spend your day. We trust team members to do the right thing instead of having rigid rules.
https://www.fastcompany.com/90492964/its-time-to-stop-measuring-productivity-in-hours
Since the period of industrial revolution, we’ve used one primary scale to measure productivity: hours. As Seinfeld demonstrates, however, it’s not always an effective way to gauge actual ...
https://www.mindtools.com/pages/article/managing-results-only-environment.htm
In a ROWE, you measure team members by their performance, results or output, not by their presence in the office or the hours that they work. You give them complete autonomy over their projects, and you allow them the freedom to choose when and how they will meet their goals. Working in one is not the same as having "flexible hours."
https://www.success.com/why-we-should-value-employees-for-results-not-office-time/
Why We Should Value Employees for Results, Not Office Time. Not one study suggests that working in an office eight hours a day, five days a week …
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