Focus on Output, Not Input: Jason Feifer’s Advice for Managers

In a recent LinkedIn post, Jason Feifer discusses a critical error many managers make: focusing on employee input rather than output. Feifer, who is the editor-in-chief of Entrepreneur magazine, argues that prioritizing metrics like hours spent at a desk or arrival times leads to suboptimal results, as employees will naturally optimize for what is being measured.

Feifer highlights the disconnect between managerial focus and employee motivation. He states:

“This is the worst mistake a manager can make. Many bosses obsess over INPUT — how much time someone sits at a desk, exactly when they come in and out. But what actually matters is OUTPUT — the value that person delivers.”

According to Feifer, this misplaced emphasis on input can demotivate staff. He explains that when managers solely track hours, employees may slow down their work, knowing that their productivity and the quality of their work are not the primary evaluation criteria. This can lead to a disengaged workforce that is merely fulfilling time requirements rather than striving for excellence.

The Importance of Measuring What Matters

Jason Feifer emphasizes that the metrics managers choose directly influence employee behavior and, consequently, the overall success of the team or organization. He advocates for a shift in managerial perspective towards valuing the results and the quality of work produced.

Feifer shares his own management philosophy at Entrepreneur magazine, stating:

“That’s why I tell my team at Entrepreneur mag: I don’t care when you work. I just care that your work is great and you’re on top of it.”

This approach, as Feifer points out, fosters an environment of trust and accountability, where employees are empowered to manage their time effectively as long as they consistently deliver high-quality work. This focus on output, he believes, is key to unlocking true productivity and innovation.

The Pitfalls of Misaligned Metrics

The core of Feifer’s argument is that when managers fixate on the wrong indicators, they inevitably receive the wrong outcomes. This can manifest in various ways, from decreased efficiency to a decline in the quality of deliverables.

He elaborates on this point:

“When you obsess over the wrong thing, you get the wrong thing.”

Feifer’s advice is clear: to achieve meaningful results, leaders must align their measurement systems with the actual goals of their team. By clearly communicating expectations and demonstrating that valuable output is recognized and rewarded, managers can encourage employees to focus their energy on delivering work that truly matters.

In conclusion, Jason Feifer’s insights on LinkedIn serve as a timely reminder for leaders to re-evaluate their management practices. By shifting focus from input to output, managers can foster a more productive, engaged, and successful work environment.