{"id":20208,"date":"2021-05-19T10:19:40","date_gmt":"2021-05-19T10:19:40","guid":{"rendered":"https:\/\/work.life\/?p=20208"},"modified":"2024-11-13T14:55:59","modified_gmt":"2024-11-13T14:55:59","slug":"how-to-work-for-outcomes-not-hours","status":"publish","type":"post","link":"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/","title":{"rendered":"How to Work For Outcomes, Not Hours"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_81 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Quick Links<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#1_Work_back_from_business_outcomes_to_individual_ones\" >1. Work back from business outcomes to individual ones<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#2_Trust_Trust_Trust\" >2. Trust. Trust. Trust.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#3_Actually_use_planning_software\" >3. *Actually* use planning software\u00a0<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#4_Meet_to_revisit_objectives_weekly\" >4. Meet to revisit objectives weekly\u00a0<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#5_Stop_the_lines_being_blurred_when_remote\" >5. Stop the lines being blurred when remote<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#Read_More_on_Flexible_Working\" >Read More on Flexible Working<\/a><\/li><\/ul><\/nav><\/div>\n<p><span style=\"font-weight: 400;\">For all of human history, one thing was ever-present in the world of work: a manager being physically close to their people, watching them complete tasks. Feudal lords watched their peasants tend crops in the 1500s. The Boss peered over their staff\u2019s shoulders as they filled in spreadsheets in the 2000s. Little changed.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Henry Ford\u2019s invention of the assembly line back in 1913 further entrenched things. With his staff now completing simple, short tasks, emphasis had never been placed so much on simply being present at work \u2014 and so little on being valuable or creative. Companies came to see employees as commodities that add value according to time worked. <\/span><b>Put simply: all that mattered was the hours punched in and out.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">But the recent shift to remote work turned that dynamic on its head. Now, those at the top are information-poor when it comes to <\/span><i><span style=\"font-weight: 400;\">how <\/span><\/i><span style=\"font-weight: 400;\">their people are working.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To ensure that work gets done, <\/span><b>businesses need a singular focus on <\/b><b><i>what<\/i><\/b><b> employees are doing \u2014 the tasks they need to complete, and how well they need to do them<\/b><span style=\"font-weight: 400;\">. This is often known as a <strong>results-focused work environment<\/strong>. Sounds simple, right? You\u2019d be surprised\u00a0 \u2014 here\u2019s where we\u2019d start&#8230;<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"1_Work_back_from_business_outcomes_to_individual_ones\"><\/span><strong>1. Work back from business outcomes to individual ones<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The first question is this: where does your operation need to be in 1, 2 or 5 years time, in terms of your main indicator of success (turnover, acquired customers, etc.)? To achieve this, what does team X (development, marketing) need to do? Bring in 4,000 leads a year? Build features A, B, C by the end of Q3?<\/span><\/p>\n<p>How are these team aims then carved up between individuals? Does marketer X need to bring in 500 leads a month from pay-per-click adverts? <strong>Fantastic &#8211; you\u2019ve established a clear outcome that is totally individualised<\/strong>. The staff member has an exact barometer of how they are doing at work, and how much time and energy they need to put in. If they hit their targets and deliverables, then how they choose to split their day shouldn\u2019t matter.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"2_Trust_Trust_Trust\"><\/span><strong>2. Trust. Trust. Trust.<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Some businesses, especially big corporations, have developed a taste for monitoring software that tracks employee&#8217;s screen time, mouse movements, and so on. They can be easily circumvented by wiggling the mouse now and then, and measure little more than the ability to sit near a computer. In fact, all they demonstrate is a deficit of trust and staff autonomy.<\/p>\n<p>A report by Watson Wyatt shows that <strong>firms with high-trust environments outperform low-trust ones by 286% in shareholder returns<\/strong> (stock price and dividends). High-trust environments have 50% lower staff turnover than their competitors. In fact, trust is so crucial <a href=\"https:\/\/juggle.jobs\/blog\/creating-workplace-trust\/\" target=\"_blank\" rel=\"noopener noreferrer\">Juggle\u2019s flexible working ebook<\/a> uses trust as its central theme.<\/p>\n<p>But the main benefit of trust is emotional. It endangers understanding between team members that they will do the work to a good quality, at the right time &#8211; and that it doesn\u2019t matter if they are working unusual hours or from disparate locations.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"3_Actually_use_planning_software\"><\/span><strong>3. *Actually* use planning software\u00a0<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Asana, Jira, Trello, Proofhub. There is a glut of project management software out there, so choose wisely and according to your needs. Do you need a Gantt chart feature? Do you want integrated chat? These are the kinds of questions that need answering before you begin paying subs.<\/p>\n<p>Once you\u2019ve decided the outcomes you\u2019re reaching for as a business (read above!), pop them into the planning software with ambitious, achievable timelines that everyone can reference. Finally, make sure whichever you use gets company-wide buy-in &#8211; it\u2019s surprisingly common for teams to get siloed using different platforms, leading to people pulling in different directions. When you&#8217;re creating your results-only work environment, software can be a big help &#8211; use it!<\/p>\n<h3><span class=\"ez-toc-section\" id=\"4_Meet_to_revisit_objectives_weekly\"><\/span><strong>4. Meet to revisit objectives weekly\u00a0<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Meetings for meeting&#8217;s sake <\/span><span style=\"font-weight: 400;\">consume too much <\/span><span style=\"font-weight: 400;\">time and energy. But without regular check-ins on how people are progressing on their objectives, there\u2019s little point in setting them; they\u2019ll simply become things that vaguely hang over work, create stress, and don\u2019t actually lead to greater productivity.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The accountability of a semi-public setting also provides a greater dialogue between teams about how work is progressing &#8211; that\u2019s particularly important for teams that are working remotely.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"5_Stop_the_lines_being_blurred_when_remote\"><\/span><strong>5. Stop the lines being blurred when remote<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>With so many of us now working remotely, it\u2019s easy for work to seep into life. The boundary created by simply leaving the office must be recreated to ensure that people aren\u2019t working more than they should be. Simply suggesting people work 7\/8 hour days, and asking them <em>why<\/em> they are still working when they send a message at 8pm is a good start.<\/p>\n<p>Remote work is closely connected to outcomes-centric work, but to avoid burnout and an \u2018always on\u2019 culture, and to keep staff happy and productive, the former needs to be healthily implemented. Make clear what is expected of people, and what isn\u2019t.<\/p>\n<p>While hours worked will continue to have a degree of importance for most companies, research suggests that this is no longer the right measure of productivity. By trusting your employees, setting clear expectations and creating a transparent, outcomes-driven culture you will be on the path to success in 2021. As businesses return to the office and likely embrace a more flexible way of working, managing outcomes, not hours will be crucial.<\/p>\n<p>#The future is flexible.<\/p>\n<div>\n<div><a href=\"http:\/\/juggle.jobs\" target=\"_blank\" rel=\"noopener noreferrer\"><span class=\"gmail-il\">Juggle<\/span><\/a>\u00a0<span class=\"gmail-il\">connects<\/span>\u00a0scale-ups and small\u00a0<span class=\"gmail-il\">businesses<\/span>\u00a0to experienced, flexible professionals. With 500+\u00a0<span class=\"gmail-il\">businesses<\/span>, 9,000 pre-vetted candidates and AI-driven smart matching\u00a0<span class=\"gmail-il\">Juggle<\/span> is the number 1 recruitment platform for flexible working.<\/div>\n<\/div>\n<p>&nbsp;<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Read_More_on_Flexible_Working\"><\/span><strong>Read More on Flexible Working<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<ul>\n<li><a href=\"https:\/\/work.life\/blog\/flexible-workspace-guide\/\" target=\"_blank\" rel=\"noopener noreferrer\">Flexible Workspace Guide<\/a><\/li>\n<li><a href=\"https:\/\/work.life\/blog\/the-future-of-flexible-working\/\" target=\"_blank\" rel=\"noopener noreferrer\">The Future Of Flexible Working<\/a><\/li>\n<li><a href=\"https:\/\/work.life\/blog\/how-to-create-a-remote-community\/\" target=\"_blank\" rel=\"noopener noreferrer\">How To Create A Remote Working Community<\/a><\/li>\n<li><a href=\"https:\/\/work.life\/blog\/modern-working-practices\/\" target=\"_blank\" rel=\"noopener noreferrer\">Modern Working: Spaces, Practices, and Environments<\/a><\/li>\n<li><a href=\"https:\/\/work.life\/blog\/7-key-trends-shaping-the-future-of-work\/\" target=\"_blank\" rel=\"noopener noreferrer\">7 Key Trends Shaping The Future of Work<\/a><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>For all of human history, one thing was ever-present in the world of work: a manager being physically close to&#8230;<\/p>\n","protected":false},"author":63,"featured_media":20207,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_eb_attr":"","content-type":"","inline_featured_image":false,"_lmt_disableupdate":"no","_lmt_disable":"no","footnotes":""},"categories":[1],"tags":[],"post_type_category":[],"authors":[143],"class_list":["post-20208","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-work-wellness-and-culture","authors-elliot-gold"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.0 (Yoast SEO v27.0) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Results-Only Work Environments - Working For Outcomes Not Hours | Work.Life<\/title>\n<meta name=\"description\" content=\"A results-only work environment measures performance by outcomes not hours. In this blog Juggle Jobs explain the benefits of these types of work environments.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Work For Outcomes, Not Hours\" \/>\n<meta property=\"og:description\" content=\"A results-only work environment measures performance by outcomes not hours. In this blog Juggle Jobs explain the benefits of these types of work environments.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/\" \/>\n<meta property=\"og:site_name\" content=\"Work.Life\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/workdotlife\/\" \/>\n<meta property=\"article:published_time\" content=\"2021-05-19T10:19:40+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-11-13T14:55:59+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/work.life\/wp-content\/uploads\/2021\/05\/Work-For-Outcomes-min.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2134\" \/>\n\t<meta property=\"og:image:height\" content=\"1251\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Elliot Gold\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@workdotlife\" \/>\n<meta name=\"twitter:site\" content=\"@workdotlife\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Jessica Ching\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/\"},\"author\":{\"name\":\"Jessica Ching\",\"@id\":\"https:\/\/work.life\/#\/schema\/person\/e3d12bbc8b405d134ad9e804c0740139\"},\"headline\":\"How to Work For Outcomes, Not Hours\",\"datePublished\":\"2021-05-19T10:19:40+00:00\",\"dateModified\":\"2024-11-13T14:55:59+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/\"},\"wordCount\":967,\"publisher\":{\"@id\":\"https:\/\/work.life\/#organization\"},\"image\":{\"@id\":\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/work.life\/wp-content\/uploads\/2021\/05\/Work-For-Outcomes-min.jpg\",\"articleSection\":[\"Workplace wellness &amp; culture\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/\",\"url\":\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/\",\"name\":\"Results-Only Work Environments - Working For Outcomes Not Hours | Work.Life\",\"isPartOf\":{\"@id\":\"https:\/\/work.life\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/work.life\/wp-content\/uploads\/2021\/05\/Work-For-Outcomes-min.jpg\",\"datePublished\":\"2021-05-19T10:19:40+00:00\",\"dateModified\":\"2024-11-13T14:55:59+00:00\",\"description\":\"A results-only work environment measures performance by outcomes not hours. In this blog Juggle Jobs explain the benefits of these types of work environments.\",\"breadcrumb\":{\"@id\":\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#primaryimage\",\"url\":\"https:\/\/work.life\/wp-content\/uploads\/2021\/05\/Work-For-Outcomes-min.jpg\",\"contentUrl\":\"https:\/\/work.life\/wp-content\/uploads\/2021\/05\/Work-For-Outcomes-min.jpg\",\"width\":2134,\"height\":1251},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/work.life\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"How to Work For Outcomes, Not Hours\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/work.life\/#website\",\"url\":\"https:\/\/work.life\/\",\"name\":\"Work.Life\",\"description\":\"Because Life&#039;s Too Short\",\"publisher\":{\"@id\":\"https:\/\/work.life\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/work.life\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/work.life\/#organization\",\"name\":\"Work.Life\",\"url\":\"https:\/\/work.life\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/work.life\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/work.life\/wp-content\/uploads\/2022\/05\/bd88c8f2-2d6a-43e2-b138-3cad6fa09345-1620298796579.png\",\"contentUrl\":\"https:\/\/work.life\/wp-content\/uploads\/2022\/05\/bd88c8f2-2d6a-43e2-b138-3cad6fa09345-1620298796579.png\",\"width\":4416,\"height\":569,\"caption\":\"Work.Life\"},\"image\":{\"@id\":\"https:\/\/work.life\/#\/schema\/logo\/image\/\"},\"sameAs\":[\"https:\/\/www.facebook.com\/workdotlife\/\",\"https:\/\/x.com\/workdotlife\",\"https:\/\/www.instagram.com\/workdotlife\/\",\"https:\/\/www.linkedin.com\/company\/workdotlife\/\"]},{\"@type\":\"Person\",\"@id\":\"https:\/\/work.life\/#\/schema\/person\/e3d12bbc8b405d134ad9e804c0740139\",\"name\":\"Jessica Ching\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/work.life\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/work.life\/wp-content\/plugins\/wp-user-avatar\/deprecated\/wp-user-avatar\/images\/wpua-96x96.png\",\"contentUrl\":\"https:\/\/work.life\/wp-content\/plugins\/wp-user-avatar\/deprecated\/wp-user-avatar\/images\/wpua-96x96.png\",\"caption\":\"Jessica Ching\"},\"url\":\"https:\/\/work.life\/blog\/author\/jessica-ching\/\"}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"Results-Only Work Environments - Working For Outcomes Not Hours | Work.Life","description":"A results-only work environment measures performance by outcomes not hours. In this blog Juggle Jobs explain the benefits of these types of work environments.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/","og_locale":"en_US","og_type":"article","og_title":"How to Work For Outcomes, Not Hours","og_description":"A results-only work environment measures performance by outcomes not hours. In this blog Juggle Jobs explain the benefits of these types of work environments.","og_url":"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/","og_site_name":"Work.Life","article_publisher":"https:\/\/www.facebook.com\/workdotlife\/","article_published_time":"2021-05-19T10:19:40+00:00","article_modified_time":"2024-11-13T14:55:59+00:00","og_image":[{"width":2134,"height":1251,"url":"https:\/\/work.life\/wp-content\/uploads\/2021\/05\/Work-For-Outcomes-min.jpg","type":"image\/jpeg"}],"author":"Elliot Gold","twitter_card":"summary_large_image","twitter_creator":"@workdotlife","twitter_site":"@workdotlife","twitter_misc":{"Written by":"Jessica Ching","Est. reading time":"5 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#article","isPartOf":{"@id":"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/"},"author":{"name":"Jessica Ching","@id":"https:\/\/work.life\/#\/schema\/person\/e3d12bbc8b405d134ad9e804c0740139"},"headline":"How to Work For Outcomes, Not Hours","datePublished":"2021-05-19T10:19:40+00:00","dateModified":"2024-11-13T14:55:59+00:00","mainEntityOfPage":{"@id":"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/"},"wordCount":967,"publisher":{"@id":"https:\/\/work.life\/#organization"},"image":{"@id":"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#primaryimage"},"thumbnailUrl":"https:\/\/work.life\/wp-content\/uploads\/2021\/05\/Work-For-Outcomes-min.jpg","articleSection":["Workplace wellness &amp; culture"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/","url":"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/","name":"Results-Only Work Environments - Working For Outcomes Not Hours | Work.Life","isPartOf":{"@id":"https:\/\/work.life\/#website"},"primaryImageOfPage":{"@id":"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#primaryimage"},"image":{"@id":"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#primaryimage"},"thumbnailUrl":"https:\/\/work.life\/wp-content\/uploads\/2021\/05\/Work-For-Outcomes-min.jpg","datePublished":"2021-05-19T10:19:40+00:00","dateModified":"2024-11-13T14:55:59+00:00","description":"A results-only work environment measures performance by outcomes not hours. In this blog Juggle Jobs explain the benefits of these types of work environments.","breadcrumb":{"@id":"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#primaryimage","url":"https:\/\/work.life\/wp-content\/uploads\/2021\/05\/Work-For-Outcomes-min.jpg","contentUrl":"https:\/\/work.life\/wp-content\/uploads\/2021\/05\/Work-For-Outcomes-min.jpg","width":2134,"height":1251},{"@type":"BreadcrumbList","@id":"https:\/\/work.life\/blog\/how-to-work-for-outcomes-not-hours\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/work.life\/"},{"@type":"ListItem","position":2,"name":"How to Work For Outcomes, Not Hours"}]},{"@type":"WebSite","@id":"https:\/\/work.life\/#website","url":"https:\/\/work.life\/","name":"Work.Life","description":"Because Life&#039;s Too Short","publisher":{"@id":"https:\/\/work.life\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/work.life\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/work.life\/#organization","name":"Work.Life","url":"https:\/\/work.life\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/work.life\/#\/schema\/logo\/image\/","url":"https:\/\/work.life\/wp-content\/uploads\/2022\/05\/bd88c8f2-2d6a-43e2-b138-3cad6fa09345-1620298796579.png","contentUrl":"https:\/\/work.life\/wp-content\/uploads\/2022\/05\/bd88c8f2-2d6a-43e2-b138-3cad6fa09345-1620298796579.png","width":4416,"height":569,"caption":"Work.Life"},"image":{"@id":"https:\/\/work.life\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/workdotlife\/","https:\/\/x.com\/workdotlife","https:\/\/www.instagram.com\/workdotlife\/","https:\/\/www.linkedin.com\/company\/workdotlife\/"]},{"@type":"Person","@id":"https:\/\/work.life\/#\/schema\/person\/e3d12bbc8b405d134ad9e804c0740139","name":"Jessica Ching","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/work.life\/#\/schema\/person\/image\/","url":"https:\/\/work.life\/wp-content\/plugins\/wp-user-avatar\/deprecated\/wp-user-avatar\/images\/wpua-96x96.png","contentUrl":"https:\/\/work.life\/wp-content\/plugins\/wp-user-avatar\/deprecated\/wp-user-avatar\/images\/wpua-96x96.png","caption":"Jessica Ching"},"url":"https:\/\/work.life\/blog\/author\/jessica-ching\/"}]}},"modified_by":"MediaVision","_links":{"self":[{"href":"https:\/\/work.life\/wp-json\/wp\/v2\/posts\/20208","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/work.life\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/work.life\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/work.life\/wp-json\/wp\/v2\/users\/63"}],"replies":[{"embeddable":true,"href":"https:\/\/work.life\/wp-json\/wp\/v2\/comments?post=20208"}],"version-history":[{"count":11,"href":"https:\/\/work.life\/wp-json\/wp\/v2\/posts\/20208\/revisions"}],"predecessor-version":[{"id":30914,"href":"https:\/\/work.life\/wp-json\/wp\/v2\/posts\/20208\/revisions\/30914"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/work.life\/wp-json\/wp\/v2\/media\/20207"}],"wp:attachment":[{"href":"https:\/\/work.life\/wp-json\/wp\/v2\/media?parent=20208"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/work.life\/wp-json\/wp\/v2\/categories?post=20208"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/work.life\/wp-json\/wp\/v2\/tags?post=20208"},{"taxonomy":"post_type_category","embeddable":true,"href":"https:\/\/work.life\/wp-json\/wp\/v2\/post_type_category?post=20208"},{"taxonomy":"authors","embeddable":true,"href":"https:\/\/work.life\/wp-json\/wp\/v2\/authors?post=20208"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}