Hello,
We do have some employee who is working via Remote access.
They are working in another location as a sales and Marketing executive.
So I just want to know how can I keeping track on them. How will I came to know are they working or not.
For Ex:- If a person need to generate database of 300 client daily basis, if he did extra in a day for ex. 600 client and next day he found at home or didnt work but getting his daily pay, So how will I came to know about his daily work activities.
Looking for a Response
Regards
From India, Lucknow
We do have some employee who is working via Remote access.
They are working in another location as a sales and Marketing executive.
So I just want to know how can I keeping track on them. How will I came to know are they working or not.
For Ex:- If a person need to generate database of 300 client daily basis, if he did extra in a day for ex. 600 client and next day he found at home or didnt work but getting his daily pay, So how will I came to know about his daily work activities.
Looking for a Response
Regards
From India, Lucknow
Hello Shikhar,
The problem/situation that you mentioned is pretty common for Remotely working employees.
The only way for you to handle this is to refine your policies & targets & bring about a BETTER CLARITY--for eg., you mentioned that the Daily Target for client generation is 300. You don't seem to have conveyed this clearly to those working remotely.
This is what I THINK those employees have understood as: As long as you do the work ON AN AVERAGE BASIS, it's OK. So the guy generates 600 clients on one day & relaxes the next day. Suggest put some MIN figure for the Daily target.
Another method to keep track--though I am not sure if this applies to your situation/company--is the ensure that the daily reports are VERY FOCUSED & CLEAR. Any sort of loose-wordings that lead to comm gaps COULD result in some guys misusing the lack of clarity.
Also, it would be better to spell-out the consequences--if not in writing, at least in meetings with the MoM recording those who were present & agreeable to the discussed points--of any deviation from the Targets [the consequences could be mutually discussed & agreed upon].
Also, it would be beneficial to the company IF the positive results/consequences for those who meet/surpass the Targets are also discussed & agreed upon. This would give the guys BOTH the negative & positive consequences of their actions.
In general, pl PUT EVERYTHING IN WRITING--so that there won't be any chance of some guy saying I misunderstood what you said.
All the Best.
Rgds,
TS
From India, Hyderabad
1641The problem/situation that you mentioned is pretty common for Remotely working employees.
The only way for you to handle this is to refine your policies & targets & bring about a BETTER CLARITY--for eg., you mentioned that the Daily Target for client generation is 300. You don't seem to have conveyed this clearly to those working remotely.
This is what I THINK those employees have understood as: As long as you do the work ON AN AVERAGE BASIS, it's OK. So the guy generates 600 clients on one day & relaxes the next day. Suggest put some MIN figure for the Daily target.
Another method to keep track--though I am not sure if this applies to your situation/company--is the ensure that the daily reports are VERY FOCUSED & CLEAR. Any sort of loose-wordings that lead to comm gaps COULD result in some guys misusing the lack of clarity.
Also, it would be better to spell-out the consequences--if not in writing, at least in meetings with the MoM recording those who were present & agreeable to the discussed points--of any deviation from the Targets [the consequences could be mutually discussed & agreed upon].
Also, it would be beneficial to the company IF the positive results/consequences for those who meet/surpass the Targets are also discussed & agreed upon. This would give the guys BOTH the negative & positive consequences of their actions.
In general, pl PUT EVERYTHING IN WRITING--so that there won't be any chance of some guy saying I misunderstood what you said.
All the Best.
Rgds,
TS
From India, Hyderabad
also ensure that tracking is not too close for comfort as to make the employee feel that you are breathing down his neck. B.Saikumar Mumbai
From India, Mumbai
From India, Mumbai
The best way to monitor and track remote employees in a situation like what you have outlined is to use a CRM software. A properly configured crm will allow you to know the exact extent of work (perhaps even hourly), without asking for reports or status. this way you don't look to be breathing down someone's neck. You can always call or follow up with people who are appearing to deviate from your bench mark
Ofcourse, the employee may falsify entries by putting only 300 entries in crm on one day and the rest on the next day. There are ways to cross check those also. It depends on what technology support you have.
In one of our client company we have a requirement of keeping google latitude on so that the zonal managers can know where the employee is at any point of time. It also keeps a complete history of where the mobile went (meaning where the person was, by minute of the day for 3 mionths). Such systems are considered by many as invasive, so you have to be careful of how it is conveyed to the employees (also the location of the managers will be visible to the employees)
If you wish to follow the crm route, I can help you out.
From India, Mumbai
Ofcourse, the employee may falsify entries by putting only 300 entries in crm on one day and the rest on the next day. There are ways to cross check those also. It depends on what technology support you have.
In one of our client company we have a requirement of keeping google latitude on so that the zonal managers can know where the employee is at any point of time. It also keeps a complete history of where the mobile went (meaning where the person was, by minute of the day for 3 mionths). Such systems are considered by many as invasive, so you have to be careful of how it is conveyed to the employees (also the location of the managers will be visible to the employees)
If you wish to follow the crm route, I can help you out.
From India, Mumbai
Hello Saswatabanerjee,
CRM is definitely the appropriate tool for such workplace situations.
But I didn't suggest it since Shikhar's company seems to be a small/mid-sized one [based on the wordings he/she used] & CRM software--to the extent I know--may not fit into the financial scheme of things @ such places, unless it's customized with only the basic features for the company, which has it's own set of problems/issues to be handled.
Let's wait for him/her to respond.
Rgds,
TS
From India, Hyderabad
CRM is definitely the appropriate tool for such workplace situations.
But I didn't suggest it since Shikhar's company seems to be a small/mid-sized one [based on the wordings he/she used] & CRM software--to the extent I know--may not fit into the financial scheme of things @ such places, unless it's customized with only the basic features for the company, which has it's own set of problems/issues to be handled.
Let's wait for him/her to respond.
Rgds,
TS
From India, Hyderabad
Hi TS
Today crm is available on many platform and sizes.
There are also crm on sas basis (software as service)
We have some crm that are free (but you need a hosting service and technical expertise.
We also have crm that are on a hosted, pay per user model. We did it for a client a month back at As low as rs. 500 per user per month.
From India, Mumbai
Today crm is available on many platform and sizes.
There are also crm on sas basis (software as service)
We have some crm that are free (but you need a hosting service and technical expertise.
We also have crm that are on a hosted, pay per user model. We did it for a client a month back at As low as rs. 500 per user per month.
From India, Mumbai
Hello,
Thankyou for your Responce.
Mr. Saswatabanerjee, as per the Workprofile of the candidates, they are just a Management Trainee, and I dont thing company would prefer CRM Software.
Is there any other option apart from Daily Activity Report of Candidate.
Regards
Shikhar
From India, Lucknow
Thankyou for your Responce.
Mr. Saswatabanerjee, as per the Workprofile of the candidates, they are just a Management Trainee, and I dont thing company would prefer CRM Software.
Is there any other option apart from Daily Activity Report of Candidate.
Regards
Shikhar
From India, Lucknow
None of the other options are effective in the scenario that you have outlined
Two problems you will face. First you have to get collect reports every day, and it is easy to lie about numbers. In addition you have to compile that data. Which means probably few more head count
Second you get to know only when you ask. There is no passive monitoring.
Why would your company not want to use crm ? Is it because of cost ?
There are many other benefits of crm apart from this
(note : I am not trying to sell you a crm, though we do provide crm to clients. I am trying to understand the scenario)
From India, Mumbai
Two problems you will face. First you have to get collect reports every day, and it is easy to lie about numbers. In addition you have to compile that data. Which means probably few more head count
Second you get to know only when you ask. There is no passive monitoring.
Why would your company not want to use crm ? Is it because of cost ?
There are many other benefits of crm apart from this
(note : I am not trying to sell you a crm, though we do provide crm to clients. I am trying to understand the scenario)
From India, Mumbai
Hello Shikhar,
Suggest KEEP ALL YOUR OPTIONS OPEN at this point of time AND respond to Saswatabanerjee.
Another way of looking at what you mentioned--'they are just a Management Trainee' is: Don't you think this WOULD be the RIGHT TIME to inculcate a semblance of professionalism & discipline in them? Based on what you mentioned, at least few already seem to be learning how to put wool over the management's eyes, despite being JUST Management Trainees. Like the Saying goes: "It's easier to bend a Plant than a Tree".
One of the MOST important reasons why companies world-wide go for Automation of processes is that it takes off the human-interface to a large extent, where lopsided/misguided/contrived decision-making COULD be detrimental to the organization interests--in the larger context. And your situation seems to fall in that category.
However, Finally it's YOUR choice.
Rgds,
TS
From India, Hyderabad
Suggest KEEP ALL YOUR OPTIONS OPEN at this point of time AND respond to Saswatabanerjee.
Another way of looking at what you mentioned--'they are just a Management Trainee' is: Don't you think this WOULD be the RIGHT TIME to inculcate a semblance of professionalism & discipline in them? Based on what you mentioned, at least few already seem to be learning how to put wool over the management's eyes, despite being JUST Management Trainees. Like the Saying goes: "It's easier to bend a Plant than a Tree".
One of the MOST important reasons why companies world-wide go for Automation of processes is that it takes off the human-interface to a large extent, where lopsided/misguided/contrived decision-making COULD be detrimental to the organization interests--in the larger context. And your situation seems to fall in that category.
However, Finally it's YOUR choice.
Rgds,
TS
From India, Hyderabad
Friends,
Don't mistake me-
1. To ensure that they are on duty in the site: Ask them to report to you using the client's land lines and you check them by calling them over on the same lines. And end of the day ask them to send by email 'the daily progress report" using their domain.
2. Pay them surprise visits as frequently possible and check their reporting and work culture.
3. Above all mid course review is essential to ensure they on target.
4. Introduce suitable incentive schemes.
kumar.s.
From India, Bangalore
Don't mistake me-
1. To ensure that they are on duty in the site: Ask them to report to you using the client's land lines and you check them by calling them over on the same lines. And end of the day ask them to send by email 'the daily progress report" using their domain.
2. Pay them surprise visits as frequently possible and check their reporting and work culture.
3. Above all mid course review is essential to ensure they on target.
4. Introduce suitable incentive schemes.
kumar.s.
From India, Bangalore
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