Each Friday, we're responding to your inquiries concerning business, new companies, client achievement and the sky is the limit from there.
The current week's inquiry comes from Cleyton Messias, who inquires:
It's been said commonly, however if purposely, probably the most concerning issue with the conventional office model is that for some organizations, it has turned "hours worked" into a presentation metric.
We don't deal with creation lines where we need explicit stations staffed at explicit occasions, nor do we just need living, breathing people to be "available." Showing up isn't equivalent to completing things.
Ideally, co-found organizations would understand something very similar, and the best methodology for estimating far off representatives' presentation would be the same than measure the exhibition of somebody who works from the organization's office.
As far as I might be concerned, that implies estimating representatives dependent on:
Yield: Are they beneficial in whatever hours they decide to work? Is their work item great? Does their work add to the business?
Drive: Do they set and endeavor to accomplish forceful objectives? Improve this week than they were a week ago?
Cooperation: Are they a positive impact in the group? Do they improve the individuals around them? Do individuals like working with them?
- To really quantify these things, take a mix of:
- Your own gut sense (see my response to address #1).
- Friend surveys from the group.
Measurements that are explicit to their job; every job is unique, so you need to discover measurements that can quantify the viability of their yield (for instance, a client service specialist may be estimated in consumer loyalty).
Expectation that makes a difference!