How do you define a results-oriented culture vs a traditional business model? What are the benefits? Business leaders everywhere are changing the way they manage their employees. Rather than the traditional “over your shoulder” management style of years past, employees are given new freedoms to manage themselves in the micro, as leadership’s focus shifts to a more results-oriented approach. Even outside the new world of telecommuting and remote employment, a greater number of traditional brick & mortar businesses are beginning to adopt these same strategies– and for good reason. When executed correctly, a results-oriented business model can bring significant returns. But what does it look like? What are the steps one takes in establishing it? This week, The Accountability Coach, Anne Bachrach introduces what she believes are the requisite ingredients that go into any successful results-oriented work culture.
How to Create a Results-oriented Culture
Some people would love a four-day work week, while some have gone so far as to suggest a four-hour work week. All the talk of changing the work week around to get the most out of the employees has been going on for a long time. One thing entrepreneurs should realize is that the dynamics of each business are different which is why a one-size fits all solution doesn’t work. You are the one who has to decide how to achieve the goals you set for your business to grow.
One of the best approaches to be floated over the past few years has been that of a results-oriented work culture. The term itself is self-explanatory. It simply means that you have to develop a work culture in your organization that is geared towards achieving results rather than just putting in the time. Of course, this is easier said than done and you have to work hard to implement this approach and get your employees’ buy-in.
Technically speaking, the roots of a results-oriented culture lay in allowing the employees to work as they see fit. Their job is to complete the work assigned to them and achieve the goals you set for them in a specific time-frame. How they do it, when they do it, etc., is up to them. You will only assess their performance based on the results.
In some cases, this approach can work wonders for an employee. For instance, if an employee is unable to work in the conventional 9 to 5 slot because of family or any other commitments, they can complete their work in the evening after the others have gone home. The results are what matter and that is what that employee will deliver. However, you can never be too sure about your employees to be disciplined enough to follow this policy with integrity and diligence.
Now that your business’ profits are fast approaching the million-dollar mark, changing the work culture will require you to change your entrepreneurial attitude. Being an entrepreneur means you would have been involved in most of the issues related to your business, regardless of their scope. To develop a results-oriented work culture, you will have to give up some of your authority and trust your employees to deliver the results without you having to supervise them the way you used to.
As with any business approach, there are obvious risks when attempting to create a results-oriented culture at the workplace. Yet, if you manage to do it right, there is no doubt that your business will benefit hugely from it. That way, you will be able to take it to the next level quicker than you had anticipated. Here are five tips you can follow to create a results-oriented culture in your business.
1. Setting Clear Goals
The first and foremost tip you need to follow is to set clear and specific goals. Your employees need to know exactly what they are supposed to do, in a quantifiable manner, and by when it is expected. For instance, each sales person should know how many units you expect them to sell within a given time-frame. How they sell the products doesn’t really matter as long as they achieve the goal. But if you don’t make your expectations clear from the outset, it will create confusion in the mind of your employee. That way, they won’t be able to perform well enough to meet your expectations and achieve their goals.
2. Provide Tools and Resources
Having the proper technology is important for all businesses big and small. In fact, improving your productivity and efficiency can be hurt when available technologies aren’t consistently being used in the best way possible. For this purpose, you have to equip your employees with the tools and equipment they need to perform. Even if you have set clear goals but the employee does not have the tools they need, how can you expect to get your desired results?
3. Improve Communication
One of the major failings of the traditional work routine is the time wasted on unnecessary communication or the lack of communication. In the traditional work culture, employees have to “kill” the 8 hours they are required to be at the workplace. Oftentimes, employees find ways to engage others in conversation and meetings that’s not actually needed to achieve the desired results. This is something that goes out the window if you want to set up a results-oriented work culture. You need to keep ancillary communication to a minimum and restricted to only the important things employees need to know, for the work they’re responsible for doing.
4. Establish a System for Rewards and Punishment
Perhaps the most important of all tips is establishing a system or protocol for rewards and punishment. If an employee fails to complete the work they have been assigned, strict measures should be taken to reprimand them. This would come as no surprise as they were aware of any and all possible consequences if goals were not met. This will set a solid example for the other employees. At the same time, you need to reward those who deliver results above and beyond what you expect. Nothing motivates employees more than the chance to earn a bonus or other rewards.
5. Go For It!
One of the mistakes entrepreneurs make when moving towards a results-oriented culture is taking it one step at a time. This is not something you can ease into. You either choose to go ahead with it or change your mind now. You cannot take any chances with changing your business’ work culture. The impact on the future of your business could be devastating. So, if you want to develop a results-oriented culture, embrace the change. Don’t take any half-measures with a view to minimizing any possible risks associated with it.
These are the tips you can follow to help you create a results-oriented culture within your organization. Follow these and you will be able to change your current work environment to one based on outcomes. You may even find better people because they thrive on a results-culture versus the traditional model. Some people are just built with these workplace strengths which others would quickly fail. In other words, you might need fewer results-oriented people to do the job which means less overhead and more revenue for you and our business. Wouldn’t that be nice?
Anne M. Bachrach (follow @AnneMBachrach) is known as The Accountability Coach™. She has 23 years of experience training and coaching. Business owners and entrepreneurs who utilize Anne’s proven systems and processes work less, make more money, and have a more balanced and successful life. Anne is the author of the books, Excuses Don’t Count; Results Rule!, and Live Life with No Regrets; How the Choices We Make Impact Our Lives, No Excuses!, and The Work Life Balance Emergency Kit. Join the FREE Silver Inner Circle Membership today and receive 10% off on all products and services, in addition to having access to assessments and high-value resources designed to help you achieve goals and experience a more balanced life. Get Your Free High-Content Book from Amazon today: 10 Power Tips for Getting Focused, Organized, and Achieving Your Goals Now, by going HERE.