KEY OUTCOMES

Paul Freed on April 12, 2024


By Paul Freed/Managing Partner – Herd Freed Hartz Executive Search

THE BIG IDEA
Define the Top 3 outcomes that would make someone a hero in year one. Most descriptions list activities — being busy — when A-players want to know the mission: what success actually looks like and how it’s measured. Getting clear here sharpens your interviewing and your onboarding, too.

By the numbers: Only about half of employees strongly agree they know what’s expected of them at work. Clarity is rare — and it starts with the job description, long before day one. (Gallup)

WHY IT MATTERS

  • It’s how someone becomes a hero. Name the Top 3 outcomes for year one — what they are, how you’ll measure them, and why they matter. That’s what ambitious people are shopping for.
  • Outcomes are the real job. They become the backbone for your qualifications, interview questions, and scorecard — attracting the right person while saving you time. The Top 3 outcomes, not the activity list, are the actual job.
  • Onboarding starts here. The Top 3 become the 30/60/90-day plan and then the year-end review — because everyone finally knows what the job was for.

HOW TO LEVEL IT UP

  • Top 3 outcomes for year one. Of everything someone could accomplish, what would earn a glowing year-end review?
  • Specific & measurable. “Increase sales 20%” or “lift NPS to X,” not “increase sales.”
  • Why it matters. A line of context on why each outcome outranks the other things someone could spend time on.

Good job – You completed component #5: KEY OUTCOMES

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NEXT STEP: #6 ROLE ACTIVITIES       

PRIOR STEP: #4