Measure performance by output, not hours

Jellyvision swapped its hourly-reporting system for a fortnightly demo day. Developers showcased new features, designers walked through mockups in real time, and support staff highlighted resolved tickets. The change shifted focus squarely onto output rather than clocked hours.

Within a month, staff felt liberated. They no longer stressed over precise time logs but instead aimed for clear, polished results. Managers found it simpler to compare team members by what they’d delivered. And trust soared—nobody felt monitored, just empowered.

Behavioral studies on intrinsic motivation show that public recognition of meaningful work drives greater satisfaction than time-based incentives. When Jellyvision asked teams for demos, collaboration increased and innovation spikes followed.

By making work visible rather than hours invisible, the company created a performance culture rooted in craftsmanship and accountability. The result: happier employees and faster product cycles.

Choose two or three metrics that capture real progress for your team each cycle. Then set up a regular demo session where everyone presents what they’ve delivered instead of filling out timesheets. Finally, encourage peers to give constructive feedback on each showcase. You’ll soon see a shift from counting hours to valuing outcomes—schedule your first demo this Friday.