Related Posts
More Posts
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
That was just a preview…
Sign Up to see all discussions
Sign Up to see all discussions
- Discover what it’s like to work at companies from real professionals
- Get candid advice from people in your field in a safe space
- Chat and network with other professionals in your field
Sign up in seconds to unlock all discussions on Fishbowl.
"" is an unusual email domain. If correct, please proceed to the next step
Messaging rates may apply
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
New to Fishbowl?
Download the Fishbowl app to unlock all discussions on Fishbowl.
Share
Embed this post
Copy and paste embed code on your site
Preview
Download the
Fishbowl app
Scan your QR code to download
Fishbowl app on your mobile
Sign up for free to view this conversation on Fishbowl
Sign up for free to continue using Fishbowl
Messaging rates may apply
Are they getting their work done, meeting their OKRs and surpassing their goals. If so then what's the issue?
If you want to keep an eye, you don’t trust. If you don’t trust, there is something wrong.
As with any type of relationship, you need trust to work out. To have trust, you need to be transparent and align expectations, then have goals/know what is required, you know if you should be worried about their wellbeing that could affect their performance.
By the way, this is basically a summary of what has been told in the comments.
Are they getting the work done? I would be more focused on that than clock in and out times. If they are complaining all the time about being too busy but unavailable during work hours then it is just a management conversation. If they are not busy enough to be there I think it might be time to look at what can be delegated.
As others have asked, the most important thing is whether or not they're getting their work done and meeting their goals/KPIs. If so, then I wouldn't worry about it. If not, then you'll need to address it. But first things first.
I would just have an honest conversation with the employees about coming into work on time and respecting the workplace. Maybe switch to a 4 day workweek if feasible if they are getting there work done . Or you can have a shorter work day .
What do you mean by “too comfortable with their work output”? Are they getting the work done and that’s it? Or are they missing deadlines, quality of work is lax, etc….?
Mind boggling that your immediate question on this is “how do I surveil my employees better?” when the issue you’re describing can be solved simply by deciding and communicating expectations for work outcomes, and then noticing and following up on whether those outcomes are met. This is… the most basic ass task of management there is. I don’t know what to tell you.
I think you need to pull the team together and have a reset rather than looking to track people’s time
Have a conversation about your expectations. If they are getting their work done, then maybe you are looking to raise the bar not simply track hours.
Another thought… maybe they are taking advantage ( not in a bad way ) of a slower time… are they typically busting their asses? Working late at home? Just because they are leaving the office doesn’t mean they didn’t check emails/respond/do work prior to physically being there - same goes for the evening. COVID fucked a lot of people up without the personal connections they were used to having. Maybe they are simply trying to get back to some social normalcy. Try not to assume and speak with a few trusted team members and maybe it’s not what it seems. If it is, a simple team meeting should do the trick
It may be time to have a chat with your coworkers and tell them while you do enjoy being the cool boss, they still need to come to work and leave on time. I have had to have this convo may times because my employees tend to get lax.