Bertrand Duperrin's Library tagged presence → View Popular, Search in Google

Feb

2012

Reward Value, Not Face Time

"Most employers still tell their employees when to come to work, when to leave, and how they're expected to work when they're there. Why not measure employees by the value they create, rather than by the number of hours they sit at a desk?

Too many companies continue to operate by the premise that their employees can't be fully trusted, and so treat them as children, who must be continuously monitored. "

blogs.hbr.org/...my-manager-expects-me-to.html

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rowe value presence management organization remotework homeoffice

At the same time, companies who give employees more autonomy have every right to expect accountability. T
Giving people more freedom isn't just about when and where they work, it's also about how they work
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- . As Hew Evans, a Sony HR director in Asia, puts it: "If your manager knows what you're doing all the time, you're not doing your job, and he's not doing his."

Dec

2010

“Managing by Presence” Never Worked Well- Now It’s Just Pointless | BNET

"For centuries, managers have “managed by presence”: you need to be where the work is to make sure those darned employees are doing it. This has never worked particularly well, but in an age where 80% of managers have remote employees who don’t work where they do it’s just plain futile. But how do managers back off and learn to manage less by presence than by results?"

www.bnet.com/...968

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management presence remotework

Often at the core, the manager wants to make sure their employees are “working.” Unfortunately this very tenet leads them to slide down that slippery slope and start to manage by presence.
To remedy this situation, think about putting your remote employees in the “front of the line” and consciously making an extra effort to increase contact. You have to manage towards measurable activities and results and provide a clear way for all employees to communicate this.
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- Always seek to measure effectiveness and results – things that people can show you were done, regardless of where they sit.
- Use your virtual meeting and communities of practice tools judiciously
- Make sure you have regular check in appointments
- If possible have the remote employee regularly visit the office for a week or a few days. T
- What remote employees want is access to help when they need it and support from their managers. You don’t have to physically be there to provide those things.