---
id: "action-shift-to-outcome-metrics"
type: "action-item"
source_timestamps: ["§ What Is Structured Empowerment?"]
tags: ["performance-management", "metrics"]
related: ["concept-key-results-accountability", "prereq-outcome-vs-output-metrics", "contrarian-accountability-ignores-choices"]
action: "Replace process compliance checklists with genuine outcome metrics tied to customer and financial value."
outcome: "Ensures employees are accountable for results while retaining the freedom to exercise local judgment."
speakers: ["Tatiana Sandino"]
sources: ["tail1"]
sourceVaultSlug: "hbr-seg-tail1"
originDay: 1
articleStem: "hbr-tail-105-fast-growing-better-decisions"
sourceUrl: "https://hbr.org/2026/05/how-fast-growing-companies-can-make-better-decisions"
sourceTitle: "How Fast-Growing Companies Can Make Better Decisions"
---
# Shift performance tracking from process to outcomes

**Action.** Replace process-compliance checklists with **genuine outcome metrics** tied to customer and financial value.

**How.** Eliminate process-compliance checklists for [[concept-focal-employees|focal employees]]. Instead, evaluate them purely on **key result metrics** that reflect customer value and financial goals, judging their ability to make the right call from the available options — **not which options they chose** (see [[concept-key-results-accountability]], [[contrarian-accountability-ignores-choices]], and [[prereq-outcome-vs-output-metrics]]).

**Outcome.** Ensures employees are accountable for results while retaining the freedom to exercise local judgment.