Judge your employees by outcomes, not hours — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
A manager tells us that he only hires job applicants after calling them at 4:30 p.m. on Fridays at their current employer. He concludes that if they’re still at their desk at that late hour, then they’re truly committed. But not so fast. Beware of equating dedication with hours worked. Instead, measure quantifiable results: the number of files or orders processed, the number of customer calls handled or the percentage of prospects turned into clients (a useful gauge for salespeople). Why? Some individuals can linger in the office but not perform productive tasks. They might chat with colleagues, kill time making personal calls, play solitaire on the computer or surf the Internet. Remember: It’s better to employ someone who accomplishes more in a solid eight-hour day than a hanger-on who routinely remains at work for 10 hours but produces little or no additional value.
When employees complain about “workplace bullying,” managers and HR are often confused about how to respond. Could this be harassment that requires a legal response? Is the employee using the term to describe a colleague who is simply annoying?...Click here to find out more.