Manager Newsletter / February 2026
Effort vs. Impact
Managers often praise hard work - and for good reason! Effort reflects dedication, persistence, and care. But effort alone doesn’t always translate into meaningful outcomes. In fast-moving campus environments, where time and attention are limited, the real leadership challenge is helping teams focus not just on how much work is being done, but what difference the work is making.
When teams equate busyness with value, energy gets scattered. People stay late, answer every email, and juggle too many priorities without truly advancing the goals that matter. But when leaders help shift the conversation from effort to impact, clarity emerges. Work becomes more intentional, decisions become more strategic, and teams feel a deeper sense of purpose because they’re doing what matters most.
That’s where managerial influence plays a crucial role: not by pushing for maximum output, but by guiding people toward meaningful outcomes. Great managers don’t celebrate exhaustion; they celebrate progress. They help teams concentrate their energy where it has the greatest effect, and in doing so, they create a culture where contribution is measured by impact, not intensity.
This month’s newsletter explores how managers can make that shift: how to reduce performative busyness, direct effort toward what truly moves the needle, and support teams in working smarter, not just harder.
Effort vs. Impact — Helping Teams Focus on What Matters Most
On a college campus, work rarely slows down. Emails multiply, deadlines shift, and new priorities emerge with each semester. In this environment, it’s easy for teams to equate productivity with sheer effort: how much time they put in, how fast they respond, or how many tasks they complete. But meaningful leadership requires something different: helping people shift from measuring effort to understanding impact.
Effort matters. It reflects commitment and willingness. But without direction, effort can scatter a team’s energy across too many low-value tasks. Impact, on the other hand, focuses on outcomes - on whether the work is moving the mission forward, supporting students, improving processes, or strengthening the campus community. When managers clarify this distinction, teams begin working with purpose rather than pace.
On a college campus, the pull toward effort-heavy work is strong. Urgent requests, last-minute student needs, and the natural rhythm of academic cycles create constant motion. But motion isn’t momentum. Leaders who help teams pause, prioritize, and ask “What difference will this make?” create alignment in the midst of complexity. They give people permission to step out of busyness and into intentionality.
Clarifying impact also strengthens morale. When employees see how their contributions connect to broader goals—whether supporting student success, improving the campus experience, or creating operational efficiency: they feel more engaged and valued. Work stops feeling like an endless list and starts feeling like meaningful progress.
Ultimately, managing effort is about activity; managing for impact is about purpose. And when managers make that shift, teams experience more clarity, better outcomes, and less burnout. Great managers don’t just drive productivity - they shape meaning. By helping your team focus less on how much they’re doing and more on the value they’re creating, you foster a culture of clarity, confidence, and intentional impact across campus.
Productivity is never an accident.
It is always the result of a commitment
to excellence, intelligent planning,
and focused effort.
It is always the result of a commitment
to excellence, intelligent planning,
and focused effort.
Application Considerations
Help your team identify their “big rocks.”
Ask: What are the 2–3 priorities that will have the greatest impact this month? Revisit them regularly so people stay aligned and avoid drifting back into busywork.
Normalize saying no - or not right now.
Give your team language for pushing back kindly:
“Given our priorities, can we revisit this next week?”
Model this consistently so they don’t feel pressure to overcommit.
Visibility for impact, not just activity.
In meetings, ask team members to share:
- Not just what they worked on
- But what difference it made
This reframes conversations around outcomes.
Reduce performative busyness.
Stop rewarding speed, long hours, or rapid-fire replies. Recognize thoughtful decisions, well-designed processes, and improvements that make future work easier.
Clarify your expectations around impact.
Make it clear what success looks like. When employees know the destination, they can choose the most effective path—not just the most exhausting one.
Celebrate progress that aligns with purpose.
Highlight wins that reinforce strategic priorities. This helps reinforce what “impactful work” actually looks like in your department.
Additional Resources
Do You Know If Your Team Is Overwhelmed? HBR
"Overwhelm can surge suddenly and unpredictably. That volatility makes it especially dangerous: When ignored, it becomes the gateway to exhaustion and future burnout. And it’s far more common than most leaders think."
The Impact of Workplace Wellbeing and How To Foster It Indeed
"The feeling of being unable to control crucial elements in the workplace that contribute to wellbeing may help explain why an increasing percentage of the population believe it is their employer’s responsibility to create conditions that foster wellbeing at work."
Four Ways To Be An Impact Player At Your Job Forbes
"When things get tough, impact players finish the job, maintaining ownership of the project or problem rather than kicking it up the chain to become someone else’s problem."
Making an Impact at Work (6:05)
So how can you make an impact at work and gain momentum and ease in the process? Start by finding out what’s energizing your company and how you can be of service to that mission.
Avoiding Distractions & Doing Deep Work (2:23)
Dr. Cal Newport and Dr. Andrew Huberman discuss the role of technology, social media, and internet usage in our lives, critically examining the negative impacts they can have on our cognitive and emotional health.
How to Prioritize Ideas in Meeting Fast (15:55)
Teams often choose weak solutions because ideas aren’t clearly visualized or easy to compare. In this video, Amr from AJ&Smart introduces the Action Board, a simple tool for quickly visualizing and prioritizing ideas.
Productivity: Prioritizing at Work
When you know your priorities, you can make better and quicker decisions that will take your projects—and your career—to the next level. Mike Vardy, a seasoned productivity expert, shares his unique method of instantly unlocking productivity at work: by prioritizing tasks and working on the right things at the right time. Gain an understanding of what prioritization really means, how to really understand what's important, and how priorities create clarity. Additionally, you can learn to create an attention path that is meaningful to you—whether it's looking at goals, energy, activity, or time availability.
Do You Know If Your Team Is Overwhelmed? HBR
"Overwhelm can surge suddenly and unpredictably. That volatility makes it especially dangerous: When ignored, it becomes the gateway to exhaustion and future burnout. And it’s far more common than most leaders think."
The Impact of Workplace Wellbeing and How To Foster It Indeed
"The feeling of being unable to control crucial elements in the workplace that contribute to wellbeing may help explain why an increasing percentage of the population believe it is their employer’s responsibility to create conditions that foster wellbeing at work."
Four Ways To Be An Impact Player At Your Job Forbes
"When things get tough, impact players finish the job, maintaining ownership of the project or problem rather than kicking it up the chain to become someone else’s problem."
Making an Impact at Work (6:05)
So how can you make an impact at work and gain momentum and ease in the process? Start by finding out what’s energizing your company and how you can be of service to that mission.
Avoiding Distractions & Doing Deep Work (2:23)
Dr. Cal Newport and Dr. Andrew Huberman discuss the role of technology, social media, and internet usage in our lives, critically examining the negative impacts they can have on our cognitive and emotional health.
How to Prioritize Ideas in Meeting Fast (15:55)
Teams often choose weak solutions because ideas aren’t clearly visualized or easy to compare. In this video, Amr from AJ&Smart introduces the Action Board, a simple tool for quickly visualizing and prioritizing ideas.
Productivity: Prioritizing at Work
When you know your priorities, you can make better and quicker decisions that will take your projects—and your career—to the next level. Mike Vardy, a seasoned productivity expert, shares his unique method of instantly unlocking productivity at work: by prioritizing tasks and working on the right things at the right time. Gain an understanding of what prioritization really means, how to really understand what's important, and how priorities create clarity. Additionally, you can learn to create an attention path that is meaningful to you—whether it's looking at goals, energy, activity, or time availability.
Self-Care 101
Virtual - February 2 from 11:00am-12:00pm on Zoom
While many readily assist others, self-care often becomes an afterthought. Prioritizing your own well-being isn’t selfish—it’s a key driver in enhancing your quality of life and your ability to help others. Learn to effectively prioritize your needs through practical steps, ensuring you’re at your best every day—both personally and professionally.
Virtual Workshop Registration →
Performance Review Training
In Person - February 9 from 11:00am-12:00pm in Gilchrist 009
Virtual - February 10 from 2:00-3:00pm on Zoom
This workshop will cover everything you need to know about performance reviews within UNI Works, how to write an evaluation that is a fair summary of your observations for the employee, and some tips on how to have a productive discussion of the review. This process doesn't have to be mundane; this session covers best practices that transform performance reviews into a tool for professional growth and engagement.
In Person Workshop Registration →
Virtual Workshop Registration →
Fundamentals of Management
In Person - March 10 from 8:30am-12:00pm in Gilchrist 009
Managing employees is one of the most impactful responsibilities that you can have and it's important that you are equipped with the skills needed to supervise effectively. In this interactive workshop, participants will reflect on their philosophy of management and leadership, understand the stages of team development, learn how to serve as a conflict mediator, and review the disciplinary action process. This training is recommended for those who supervise Merit and/or P&S staff but ALL managers are welcomed and encouraged to attend. Duration is 3.5 hours with two 5-minute breaks.
In Person Workshop Registration →
Navigating Difficult Conversations
In Person - April 7 from 11:00am-12:00pm in Gilchrist 009
Virtual - April 8 from 2:00-3:00pm on Zoom
In this practical workshop, participants will develop the skills needed to handle challenging conversations with ease and effectiveness. Whether it's addressing performance issues, resolving conflicts, or delivering tough feedback, this session provides tools and techniques to communicate openly and productively. This workshop is ideal for anyone looking to turn difficult conversations into opportunities for understanding and growth.
In Person Workshop Registration →
Virtual Workshop Registration →
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All employees will be positively engaged in achieving their greatest potential while contributing to the success of the university.
Our Mission
Human Resource Services fosters and environment of integrity and collaboration through innovative solutions and communications contributing to the successful recruitment, development, and retention of university employees.
