Tom Pestridge wrote an article about Google's thought about employees and workloads.

Here is what he said:

“We measure results, not hours.” - Google

Here’s the real truth:

Bad managers focus on time.
Great managers focus on outcomes.

If you don’t trust your team,
the issue isn’t with them, it’s with you.

Google gets it.
They measure results, not attendance.

They prioritise impact over hours worked.

Here’s how to start measuring what really matters:

1️⃣ Set Clear Metrics for Success
↳ Define specific goals and KPIs
↳ Make outcomes measurable
↳ Communicate expectations upfront

2️⃣ Build Trust with Autonomy
↳ Allow flexibility in schedules
↳ Focus on results, not hours spent at a desk
↳ Give teams the freedom to find solutions

3️⃣ Provide the Right Tools and Resources
↳ Equip your team for success
↳ Remove unnecessary roadblocks
↳ Offer flexible work options

4️⃣ Create Accountability Systems
↳ Regular check-ins to track progress
↳ Measure impact, not just effort
↳ Celebrate successes, big and small

5️⃣ Reward Results, Not Time Spent
↳ Recognise impact over hours worked
↳ Promote based on contributions
↳ Publicly share wins

PSA: Stop worrying about when people log in or out.

Focus on how they’re driving results and moving the needle on business goals.

Trust sparks motivation, and motivated employees get things done.

It’s why Google is a leader in their industry.

Phil Knight’s 1980 Manifesto for Nike.

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