Monitoring your employees

Because it's cheaper, and sometimes money management has a priority over stress management (for some). By the way to the anon affiliate...if you're outsourcing to Asia it maybe a good idea to install this software because from what I know, they're avid Facebookers

Hi Kay,

I believe this is because they might not have clear ideas about the type, quality and volume of work they should get for the time their employees spend completing tasks they assign. In this situation, managing employees becomes problematic, inhouse or offshore/outsourced, for the employer and the employee...

Yes, and I recommend requiring offshore/outsourced employees to notify offshore/outsourced project managers that they're checking in for the day, at the start of their shifts, via email/SMS/phone call, sending in their mid-day status update via email/SMS/phone call, sending their completed work and daily spreadsheet report on or before the end of their shifts, sending absence or emergency notifications via email/SMS/phone call two to four hours before the start of their shifts and sending daily submission deadline extension requests via email/SMS/phone call two to four hours before the end of their shifts...

Precisely. If you treat someone you hired in a way that communicates your distrust in them for no apparent reason, and the person turns out to be someone with excellent professionalism, work ethics and expertise in the specialized areas your business operates in, then you'll just lose someone who could've provided your business with the best value for your time and resources...

If you encounter more employees with poor professionalism, work ethics and specialized expertise than those with excellent professionalism, work ethics and expertise, then this may just mean your employee hiring, training and management processes are flawed to a point that you only:

•interest people who can't produce your expected work output;
•end up screening the wrong people;
•implement systems that don't motivate and inspire them enough to have some sort of commitment and satisfaction in the work they're doing for your business; and
•integrate an unbalanced challange:reward ratio that gives you high attrition and burnout rates...

Remember: The biggest corporations invest in people first, then processes, and technology next = PPT, but they don't start without a process map for screening, hiring and managing the people they'll invest in...

It's also effective to have a common company:employee goal/objective in place. For our company, it's providing gainful business and beneficial employment opportunities to people with disabilities in our country. We provide free annual training seminars and workshops to people with disabilities here, and we work closely with local non-stock, non-profit, non-government organizations and government offices to achieve our annual objectives of producing at least 40% measurable positive results from our annual initiatives...

Think about it. I'm totally blind. We work with people with disabilities. We aim to provide people with disabilities with gainful business and beneficial employment opportunities. We work closely with non-stock, non-profit, non-government organizations and government offices to produce at least 40% measurable positive results from our initiatives. What do these give our business as beneficial consequential returns?

1. Local and international print, radio and TV news exposure...
2. Contextually relevant feature materials with backlinks on local and international media, non-government and government websites...
3. Feature content and backlink magnetism from members of these non-stock, non-profit non-government organizations, government offices and supporters of our objectives, who mostly have their own blogs, sites, social networks and print circulation channels...
4. A "good" CSR (Corporate social Responsibility) program...
5. A motivating and inspiring common company: employee goal/objective system...
6. An objective that changes the mindset of people in and out of our company...

Think about it. You hire a person with a disability, of course based on your existing qualifications, and you in turn just hired someone who will motivate and inspire your other employees, aside from yourself, obviously. You hire more qualified people with disabilities in your country, and you get the beneficial consequential returns listed above, plus:

You do your own bit in effectively changing the mindset of people in and out of your company, all while efficiently running, growing and expanding your business. Not bad, yeah? Oh wait, there's more:

Most of your clients and customers turn into supporters of your company's objective, and they in turn implement viral marketing for your business. Plus:

In Japan and Thailand, your business overheads and profits become totally tax free if 60% of your manpower resources consist of employees with disabilities...
In the US, you get business overhead and profit tax cut offs if at least 5% of your manpower resources consist of people with disabilities...
In the EU, I believe it's even better tax cut offs and incentives from the government. And:

You sleep at night knowing you have something to look forward to the following day, not just your family and loved ones, but a goal that can change the lives of many people around the world soon...