Yeah tracking task completion and quality of the tasks done is all I’d care about too.
I’d even go as far as to set up a bounty board for one time tasks up for grabs. Each one comes with a payout according to how much additional work someone’s gotta do to get it done, with big emergency items paying out vastly more than small time stuff that can be done at any time.
Stuff related to achieving company stretch goals would be given the pay bonus but also some fun extras like extra PTO or a “gift card” for a grocery trip or some other necessity expense. Basically just cutting them a grain dole check since subsidizing major household expenses is a proven means of giving people the space for social advancement.
It’d be my way of saying “I know you don’t have to do this in your contract duties, so have a little incentive for the extra helping hand!”
I think the manager’s struggle is when things aren’t completed in the time expected. Is it because there were unexpected unknowns that added more time, or is it because the person is just fucking off and not working? When the employee is WFH, this is a much more difficult question to answer.
This is a valid point, but should be something that gets addressed on a case-by-case basis since it’s inevitably about that specific employee’s productivity.
Of course it’s case by case, however it’s an incredibly common dilemma for a manager, and one that becomes near impossible to gauge properly when the employee is remote.
Yeah tracking task completion and quality of the tasks done is all I’d care about too.
I’d even go as far as to set up a bounty board for one time tasks up for grabs. Each one comes with a payout according to how much additional work someone’s gotta do to get it done, with big emergency items paying out vastly more than small time stuff that can be done at any time.
Stuff related to achieving company stretch goals would be given the pay bonus but also some fun extras like extra PTO or a “gift card” for a grocery trip or some other necessity expense. Basically just cutting them a grain dole check since subsidizing major household expenses is a proven means of giving people the space for social advancement.
It’d be my way of saying “I know you don’t have to do this in your contract duties, so have a little incentive for the extra helping hand!”
I think the manager’s struggle is when things aren’t completed in the time expected. Is it because there were unexpected unknowns that added more time, or is it because the person is just fucking off and not working? When the employee is WFH, this is a much more difficult question to answer.
This is a valid point, but should be something that gets addressed on a case-by-case basis since it’s inevitably about that specific employee’s productivity.
Of course it’s case by case, however it’s an incredibly common dilemma for a manager, and one that becomes near impossible to gauge properly when the employee is remote.