101–110 of 128 posts
Earlier quoted context omitted.
Agreed, and bring it on. If this becomes a thing then I'll run a platform you can outsource your busy time in a VM to. This sounds like a ton of fun TBH and makes me think of game automation. Evolving into a game of cat and mouse and giving me an excuse to spend more time messing w/ OpenAI.
This is how the AI takes over, we automate ourselves in silly ways. How do we know we aren't bots doing someone else's work?
Earlier quoted context omitted.
But they way you do your job is private, think of it as intellectual property, your know-how, your tricks. In EU this would probably be not allowed. E. G. in Poland it is not allowed to record how teachers teach as it is their IP.
In most of Europe it's rather rooted in privacy of communications as a basic right, plus regulated labour rights that come from unionization.
We need to at least move to being more like Canada, if not Germany. Tough to ever happen as our class war has long been won/dominated by the investment class. Employees here aren’t even cognizant the class war is going on. If they were, they’d choose denial to avoid having to punch up and prefer to focus on fellow workers or energy on disdain for people in public assistance. Ignoring that low tax rates for the wealthy is much larger and harmful public assistance (socialism).
As a company owner, I've resisted the temptation to do this. We did make it easy for our employees to behave themselves by making it very easy to 'clock in' and 'clock out.' I told everybody that this is a time to be close to family - if your child wants to play ball in the middle of the day, then go ahead! Just clock out before you do. Get your 8 hours in and document your work. Thankfully everybody has responded we…
As a company owner, I've resisted the temptation to do this. We did make it easy for our employees to behave themselves by making it very easy to 'clock in' and 'clock out.' I told everybody that this is a time to be close to family - if your child wants to play ball in the middle of the day, then go ahead! Just clock out before you do. Get your 8 hours in and document your work. Thankfully everybody has responded we…
Good to hear that you care about your employees and understand that he likes the chats. Generally, IMO, you shouldn't be hiring people and then checking up on them and their hours to keep them honest. There's better uses of time. That time spent tracking and keeping them honest doesn't really improve you, them or the company.
As a company owner, I've resisted the temptation to do this. We did make it easy for our employees to behave themselves by making it very easy to 'clock in' and 'clock out.' I told everybody that this is a time to be close to family - if your child wants to play ball in the middle of the day, then go ahead! Just clock out before you do. Get your 8 hours in and document your work. Thankfully everybody has responded we…
Why is it tied to time, instead of deliverables? I mean, if I work extra hard to get the days work done in 4 hours, why can’t I leave early compared to a co-worker who is working less focused and more slowly? I get that it’s not easy to set good milestones, and to keep it fair in terms of making sure everyone has approximately equal work, but I feel the same problems exist with required work “time” especially since i…
So far, so good: Our employees are constantly coming up with better ways of doing things - with less stress, hassle, and annoyance. Over the last three years, our works has gone from suffering 40 hours to an enjoyable but hard-working 40 hours. Our retention rate has gone from 40% to 95%.
I would quit the moment I found out something like this was being instituted. I think most companies that need to hire top talent know that these kinds of things drive away talent. So these practices tend to be relegated to a lower tier of companies/employers.
when an individual task is complete, there is always someone that could use help, or an idea to document, or one of a million things you want the 'top tier' to be involved in.
there is an infinite amount of work to be done. seriously. 40 hours a week is a way to meter it.
monitoring it, not very effective or valuable. weigh the contribution people make, not the hours they put in. but 40 hours a week is the expected amount of work focus today.
I understand that managers have a need to keep track of how their team members are performing, and that their job is a lot harder when their team is working remotely. But I think It's possible to collect productivity metrics without obliterating employee trust. I'm working on a tool to do this but I’ve stalled in the project because I’m having a hard time reconciling whether it benefits companies enough to pay for it…
As a company owner, I've resisted the temptation to do this. We did make it easy for our employees to behave themselves by making it very easy to 'clock in' and 'clock out.' I told everybody that this is a time to be close to family - if your child wants to play ball in the middle of the day, then go ahead! Just clock out before you do. Get your 8 hours in and document your work. Thankfully everybody has responded we…
Why is it tied to time, instead of deliverables? I mean, if I work extra hard to get the days work done in 4 hours, why can’t I leave early compared to a co-worker who is working less focused and more slowly? I get that it’s not easy to set good milestones, and to keep it fair in terms of making sure everyone has approximately equal work, but I feel the same problems exist with required work “time” especially since i…
Unless an 8 hour day of work was part of the agreement of the job.
There's no more to it than that. You signed up for an 8 hour work day. An emergency situation in which you work from home isn't going to change that.
Otherwise, why would you peg your performance to the lowest common denominator.
I understand that managers have a need to keep track of how their team members are performing, and that their job is a lot harder when their team is working remotely. But I think It's possible to collect productivity metrics without obliterating employee trust. I'm working on a tool to do this but I’ve stalled in the project because I’m having a hard time reconciling whether it benefits companies enough to pay for it…
If you have good domain knowledge and regular 1:1s, remote or not, it should be pretty darn easy to know if your team is being productive. Why is this so difficult?
I think it comes down to a few things. 1. There are managers that do not have good domain knowledge. 2. They don't have regular 1 on 1's, or anything else that good managers do.
Essentially you're assuming that all managers are good, or even competent when most of us have had experience to contradict this.
Which is essentially my conundrum: good managers won't need my service, and bad managers won't even be looking for it