Most people think that evaluation work is a marginal and formal work compared to their work. But it is often hidden from our view that we ourselves are always evaluating different things. Many times in this process we only judge the result of the work. So we can say that we are constantly evaluating the outcome of the work. In this article, we explain the results-oriented management and evaluation and how we can implement this method in our organization.
What is outcome-oriented evaluation and management?
As the name implies, result-oriented evaluation focuses on the quantity and quality of work results. Unlike process-based evaluation, which also focuses on the process and steps of getting the job done. Outcome-based evaluation can be likened to the famous phrase “justifies the purpose of the device.”
Outcome-based evaluation is not the only way for organizations to succeed, but it also has benefits that cannot be ignored. To use this performance appraisal method, we need to create a results-oriented management system, a system in which employee performance is guided to achieve goals and measured by measurable criteria.
Benefits of result-oriented evaluation and management
One of the things that makes this method of evaluation and management so popular is the natural tendency of people to judge results. For example, many of us in the position of consumers of different products or services, do not have much desire and opportunity to study the process of creating a product or service. We pay attention to the final quality of the product or service. A clear example of this is sports competitions. In most of these competitions, the fans look at the results and victory is more important to them than anything else.
The need to achieve the best result is the basis for the attention of organizations and businesses to result-oriented evaluation and focus on providing the best final quality. This can be an important competitive advantage as it attracts more customers.
In the following, we will explain more about the benefits of this method of evaluation and management.
1. Performance upgrades
Outcome-based evaluation and the resulting management system think of the final quality, but it does not mean ignoring the process that is supposed to deliver the desired quality. Isn’t it possible to achieve the desired quality except through a high-yield process?
So one of the things that result-oriented management is always looking for is to increase the quality of people and processes to ensure the best results. In a work environment based on delivering the best results, everyone is ready to improve their performance and that of their team. In this work culture, everything serves the best result.
Leaders and managers who base their organization on a result-oriented management system always have questions such as:
- What can we do to get the most results at the best cost?
- Do we make the best use of our abilities and talents to achieve the best results?
Transparency in providing performance results and feedback is one of the most important criteria for these managers and leaders.
۲. Increase employee satisfaction
In a results-oriented management system, work results are important, so employees have more practical freedom to advance their work. In such a system, managers are less involved in the details and how things are done, and this gives employees more freedom of action to perform their job duties in their own way. Of course, this does not mean that there are no rules and regulations that supervise the process of doing things, but paying attention to the result means that no one is going to constantly interfere in all the details of the work and get a sense of freedom from employees. This issue is effective in increasing job satisfaction of employees.
3. Expand cooperation, coordination and communication
No success occurs in an organization unless there is effective communication and collaboration between the various components of that organization. The result-oriented management system thinks about the final goals, so it coordinates all the departments in such a way that they work together in the service of achieving the goals.
The goal of the results-oriented strategy is to promote cooperation between employees and managers and different departments so that these groups not only have the ability to work in their group, but also can communicate effectively with other departments. This relationship leads to greater cooperation and coordination in order to achieve the goals. This is why it is so important for results-oriented organizations to hire talented people who can share their knowledge, experience and skills with others.
4. More compatibility
A consequentialist organization must be able to adapt to change in order to maintain its superiority and vitality. Everything has to be in the direction of getting the best result, so any change must be in the same direction. Anything that jeopardizes the best result must change or evolve quickly. Managers of such an organization must be prepared to make quick and rational decisions when faced with changing circumstances. Employees must also have the ability to receive and implement these decisions effectively.
5. Optimal use of resources and facilities
Productivity is the most important issue, so the optimal use of resources to achieve the best result (best productivity) is one of the essential elements of result-oriented management. In a results-oriented management system, everyone knows what the goals are and what is needed to achieve them. On the other hand, because the results are evaluated in this system, it is important for all members to do their job in the best (most productive way).
6. Reduce the likelihood of corruption and waste of resources
Focusing on the results and what resources are used to reduce these results reduces the possibility of corruption and waste of resources. In a results-oriented management system, planning is not done just to do a task, but to achieve results. Therefore, if the plan does not work, it will be discarded.
Recommendations for creating an efficient management and evaluation system based on results
In order for a result-oriented management system to be realized in an organization, it must be properly designed and implemented. In this section, we provide tips and recommendations in this regard.
1. Create the right mindset for all members of the organization
To achieve value-based evaluation and management, all members of the organization at all levels must have a clear and transparent understanding of this approach. Employees must show seriousness and determination to apply this practice to board members and leaders. There should also be an opportunity for everyone to express their views and answer their questions so that they can have a clear mindset about the issue.
۲. Be serious about getting feedback
One of the most important steps in creating a results-oriented work environment is getting feedback from people. Be prepared for harsh criticism and harsh reactions against the design of a result-oriented evaluation and management system. Use feedback to modify your design. Understand that as the new generation enters the job market, it is very important to get feedback from colleagues and to understand the mental models of this generation.
3. Strengthen communication channels
One of the issues that makes it difficult to get feedback is the old and dysfunctional communication traditions between employees and managers. Put your mind down. In today’s workplace, rigid boundaries between employees and managers are vulnerable.
To succeed in the organization, break down the invisible boundaries formed between employees and managers. Eliminate the traditional attitude of following orders and try to create a culture based on constructive feedback and dialogue so that everyone can speak clearly. This creates new communication channels and strengthens critical thinking and creative thinking in the organization. The better the members of the organization understand each other, the more productive the relationship will be and the more productive they will be.
4. Use the right tools
Creating a system of evaluation and result-oriented management is not limited to cultural work in the workplace. Tools must also be employed. These tools should allow you to collect, classify, analyze, and evaluate data in the workplace.
Today, workplace management software has been developed for this purpose, which allows managers to accurately evaluate results and even processes. With the help of these, the performance of each individual or group can be evaluated and scored. Organizational goals can also be turned into measurable committees.
There are many things that can be done to achieve result-oriented management, including:
- Review job responsibilities and duties.
- Determine who monitors the results.
- Be clear and formal when communicating to avoid the possibility of different interpretations and interpretations.
- It is important for employees to align their work and interests with the goals of the organization, so try to make that connection.
- Archive performance results and compare them at regular intervals. This is how you see the progress or decline of the results.
- Evaluate the results of results-oriented management periodically and make necessary corrections where necessary.
What do you think about this method of evaluation and management? As a manager or employee, have you had the experience of dealing with this method? Tell us about it.