Creating a result-oriented organization

As the name implies, a result-oriented culture has a strong focus on the output, instead of the processes people go through to achieve that goal. It’s basically the opposite of the process-oriented approach, where the process matters a lot. A result-oriented work culture is a “the ends justify the means” kind of thing — although that would be gross disservice to the nuances and factors that go into developing that kind of culture.

A result-oriented organization and the creation of a culture that supports it definitely isn’t the lone way to a company’s success — but its effectiveness cannot be denied either. The goal here is to learn the different things that make the methodology so effective, and how it can be applied to any organization. Take a look on the benefits and best practices:

  1. 1. Have the right mindset across EVERYONE in the organization
  2. 2. Be diligent in collecting feedback
  3. 3. Foster more open channels of communication
  4. 4. Employ the right tools

The benefits of a result-oriented organization

Creating an operating culture that puts the biggest premium on results tend to be very successful — one of the primary reasons behind it being that many client are, by nature, result-oriented too. They couldn’t care less about the how; what only matters to them is that the output they receive is of high quality, and that they receive it in a timely manner. Especially in an operating environment where it’s easy to blow budgets, clients want results that maximize their budgets and resources — organizations and companies that align with this need will also find themselves much more in-demand than their competitors.

Better, superior operations

One of the things that drive a result-oriented organization and a result-oriented working culture is that both individuals and teams be able to discern or recognize when something is broken or needs improvement, or when certain processes do more to hinder progress than lead to more efficient task and / or project completion. As such, everyone will keep a sharper eye out for ways to make processes more effective and efficient. Having a result-oriented workplace culture means that there will be a continuous drive to make the means to get to those excellent and high-level results quicker, more cost-effective, and productive for every stakeholder involved.

Leaders and decision-makers who have a result-oriented mindset will always be asking questions such as whether or not there is enough transparency in the organization that enables sufficient stakeholder access to data that is needed to make teams and individuals coordinate, communicate, and collaborate better. They will also want to know if there is a review or feedback process in place that allows people to take stock of how a current process is doing, so that they can build on its strengths and weed out imperfections and inefficiencies. Questions like, “Are we striking a balance between efficiency and quality?” or “Are we utilizing the right talent to get things done?” will also be constantly asked, which again, eventually leads to better operational performance, both in the short and long run.

Happier, more satisfied employees

Everybody knows that employees are the backbone of EVERY company, regardless of the industry. Employees that are treated well and shown that they are valued tend to perform better and be more driven to help the company succeed. With a result-oriented approach, common issues like nitpicking the small stuff such as timekeeping, adherence to protocols and procedures can be avoided since it’s the output that matters. Sure, certain rules still need to be in place, but many organizations often fall into the trap of focusing too much on the processes to the detriment of employee morale — and by extension the detriment of the quality of these employees’ work. A result-oriented and performance-based culture also tends to be more flexible, which also means more support for flexible careers and work from anywhere arrangements, which a highly valued by employees. This in turn means higher retention and development of the company’s talent pool.

High levels of collaboration, cooperation, and communication

No success is ever achieved by an organization whose members were poor communicators or poor collaborators. ALL of the innovations we have today (across all industries) was ultimately achieved through the collective effort of many people. But the unfortunate truth is that too many companies still operate where it is difficult for everyone to work across the many departments and / or teams that comprise the organization. A result-oriented strategy and approach empowers both rank-and-file employees, as well as managers and leaders, to not only have the initiative to work across their own groups, but also the capability to better understand how other teams and groups work. This leads to a much stronger organization where missing links can easily be filled in a pinch, and both individuals and teams collaborate much better and get things done much faster because of their better understanding of each other’s roles and duties.

This is why it is important for organizations that want to have a result-oriented workflow to find the right talent — people who are open to working with others and have the right mindset and attitude for collaboration. One of the keys to a successful result-oriented system is for people to freely share knowledge, knowhow, and skills with each other.

A much more adaptable organization

Result-oriented organization are typically much more dynamic and adaptable. The very nature of such an organization allows its members to be more responsive to any sudden changes in its operating environment or market. With leaders capable of making informed and sound decisions in response to the fast-paced changes that many industries are undergoing, a result-oriented approach ensures that these leaders and decision-makers are also supported by a whole organization that is capable of executing new mandates and instructions quickly. This capability is key to a company’s ability to survive; failure to have such a capability can spell disaster. Factors like a sense of urgency, a capability to prioritize tasks properly, and a learning culture are all developed in a result-oriented organization.

Better use and utilization of resources

Since everyone is much more concerned with efficiency, it’s only normal that resources are much better utilized as a result of this effort as well. On the whole, everyone has at least a general understanding of what needs to be done and what it will take to get there — so the use of things like time, materials, and funds become much clearer at the get-go. There will be of course, inevitable changes along the way, but in the grand scheme of things, resource management will be down pat in a result-oriented culture.

Best practices in creating a result-oriented culture


Naturally, planting and creating a lasting result-oriented culture in the workplace will be for naught if it isn’t implemented correctly. So here are a few pointers and tips to keep in mind for those who want to establish a result-oriented workplace culture:

1. Have the right mindset across EVERYONE in the organization.

It’s important that EVERYONE is on board in the event you want to establish a result-oriented culture. This means cultivating and encouraging the proper mindset throughout the organization; members of the c-suite and leadership shouldn’t just be on board in name only — rank-and-file employees should also see their leaders and decision-makers take the change seriously. It’s also important to explain to every stakeholder in the company about what a result-oriented culture is, and what it means. Be open to suggestions and make sure that everyone has a chance to be heard.


2. Be diligent in collecting feedback

3647 of suggestions, no initiative really gets off to a 100% successful start, which is why it is important to collect as much feedback as possible. Be prepared to receive harsh criticisms and strong reactions to the initiative, and utilize the data you collect to improve the program and the organizational nuances of the culture as you go along. Especially these days, when more and more millennials are joining the workforce, feedback on the way they work is especially important. This allows managers and leaders to align the results and output of their employees with the larger scope and vision of the company.


3. Foster more open channels of communication

Part of what makes feedback collection successful is the blurring of the traditional barriers between managers / leaders, and employees. This means that each side is more amenable not only to receiving feedback from each other, but also being able to communicate much more openly and freely in general. Don’t stick to the old and outdated mindset of managers talking down to staff. Red tape and bureaucracy have no place in the modern workplace — in fact, they often lead to delays, needless expense, wasted time and resources, and frustration among all the stakeholders involved in these processes.


Organizations should recognize that employees who are traditionally expected to “follow orders” have valuable insight into possible areas of improvement in operations, and thus, they should be given the opportunity to speak freely and share their thoughts on what can be made better. This in turn helps develop critical thinking, makes employees feel more valued, and fosters are stronger sense of camaraderie and collaboration throughout the organization.

4. Employ the right tools

It is important for the organization to have the right tools in their toolbox to get the job done. Collecting data, monitoring progress, being able to communicate quickly with stakeholders, and having efficient digital tools for collaboration are some of the cornerstones of a successful workplace with a result-oriented culture. These, and many others, are what’s innovative and pioneering digital suite of workflow management tools bring to the table.

The platform is customizable to fit any organization or company’s specific needs and requirements, and will be sure to help them implement, maintain, and improve their result-oriented culture initiatives every step of the way. Certain tasks can be automated, freeing up manpower and resources to focus on more complex tasks, and various information and data in the workplace can be easily quantified and collected.

This in turn helps managers, leaders, and decision-makers be more equipped and empowered to make sounder and more informed decisions that will help steer their company to success and longevity. We are running free trial, so, go ahead and take a peek inside!

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