Shloka Ambani recently weighed in on hybrid workplaces, sharing that, as a mother, more workplaces need to adopt such arrangements. “We have to allow for remote working solutions. Because there are not necessarily many things that you can achieve in person that you can’t achieve over a phone call or an email. There is something that makes it worth it. I think that we are not in the day and age where you are trying to keep an hourly sheet, saying I have clocked two hours or four hours. We are more interested in what the outcome is, and that is now possible to do even with technology,” ConnectFor founder Shloka told Masoom Minawala on her podcast.
Taking a cue from her statement, let’s consult an expert on how these interventions are necessary in the workplace.
These words emphasise a shift from traditional hourly-based work to outcome-based productivity. “This perspective marks a shift in how we measure success in the modern workplace. It moves beyond the outdated notion of tracking the time spent working to focusing on what is achieved, irrespective of how long it takes,” said Dr Chandni Tugnait, MD (A.M), psychotherapist, founder and director, Gateway of Healing.
Here’s why this perspective matters:
Emphasising results over time spent: The traditional model of hourly work often leads to employees focusing more on clocking in hours rather than delivering results. “By shifting focus to the results of a task, this approach encourages employees to work smarter and more efficiently, emphasising a culture of high performance and accountability,” said Dr Tugnait.
Promoting flexibility and autonomy: In the current digital age, remote work allows employees to manage their time according to their schedules, as long as they achieve the desired outcomes. Dr Tugnait said that this model offers greater work-life balance and encourages self-management.
Encouraging innovation and creativity: When employees are focused on achieving outcomes rather than adhering to strict hours, they are empowered to think outside the box and approach problems in creative ways. “This freedom promotes innovation, as the limitations of a fixed schedule do not bind employees,” said Dr Tugnait.
Building trust and accountability: Focusing on outcomes fosters a culture of trust between employers and employees. “Instead of micromanaging how many hours someone works, this approach shifts the focus to what’s being accomplished. This sense of autonomy and responsibility increases motivation and enhances job satisfaction,” said Dr Tugnait.
What to note:
While this shift towards an outcome-based model works well for many industries, it’s essential to recognise that not all jobs or tasks can be measured purely by outcomes.
“Some roles require a more structured, time-based approach. Also, the move towards remote work and results-based productivity may require adjustments in communication, management, and technology infrastructure to ensure alignment between teams,” said Dr Tugnait.
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