![]() Use tracking software, as needed-Depending on the nature of work, it might be appropriate to use time-tracking or monitoring software to keep tabs on employees. ![]() Provide productivity resources-Employers should consider offering virtual time-management training or workshops, or simply ask employees to informally share their favorite productivity hacks with coworkers.When employees feel appreciated, they are often more motivated and committed to working hard. That’ll serve as a friendly reminder to all employees that their performance matters and makes a difference to the organization. It’s important to reward a job well done and recognize employees publicly. Keep employees engaged-Support employees through both challenges and successes.If there are already standing meetings on the calendar, managers should stick to them and use them as additional ways to check on how employees are doing. Check in regularly-Managers should regularly check in with remote employees, asking what they’re working on and how they’re feeling.If those policies don’t exist, then it’s important to put employee guidelines in writing. Remote employees should sign telecommuting guidelines and expectations as well. If employees have access to confidential or sensitive information, consider outlining approved remote working locations. Policies should also address workweek hours and availability. It’s best to measure performance on benchmarks, so ensure policies clarify what conduct is not acceptable. Establish rules and expectations-It’s critical to address time theft in company policies and clearly define behaviors and consequences.Fortunately, there are steps that organizations can take to mitigate the risk of workplace time theft. Time theft leads to lower productivity, which in turn leads to financial losses for the organization. It’s important for employers to keep the lines of communication open with all stakeholders-inside and outside of the organization-to keep a pulse on overall employee responsiveness. Keep in mind how responsive employees are not just to coworkers and managers, but to customers, if applicable. An employee is going out of town without seeking prior approval.An employee is late with work assignments.An employee is often not available or late for calls or videoconference meetings.An employee is often not responding to emails, chats or calls during regular business hours for long stretches.Every situation will be different based on the employee and type of work, but here are some examples of red flags to watch for: There are many ways that employees may get paid for work they didn’t do, so it’s important for employers and managers to be aware of warning signs. ![]() ![]() They may also run errands during work hours without making up the time, take frequent breaks, or simply log more hours than they actually spent working. For example, an employee may log in to work but watch TV, read a book or do household chores instead. ![]() While most employees are honest, some might be tempted to take advantage of the reduced oversight while working from home.Ī variety of behaviors qualify as time theft. The honor system is used by many remote employees for meeting or logging their work hours. Simply put, it’s an employee using company time to conduct personal business. Time theft is when an employee accepts pay from their employer for work that they have not actually done, or for time they have not actually put into their work. ![]()
0 Comments
Leave a Reply. |