«Not to observe workers means to leave them your wallet open», – B. Franklin
The statistics of the-village.ru website shows that in large companies, workers miss deadlines when performing 45% of their tasks. In smaller companies about 70% of the work is performed later than necessary. By increasing control over the company’s employees, delays are reduced by at least 2 times.
Often subordinates deny the need for staff control. This is understandable: control limits freedom and prevents working hours from being spent on personal matters.
Surprisingly, but a lot of managers also are of the opinion about the ineffectiveness of control. But control is one of their main functions.
To monitor the employees work is necessary in order to detect and resolve problems that arise during the execution of tasks in a timely manner. Properly organized monitoring helps the company to achieve results. When you assign tasks to subordinates and do not control their performance, the result is unpredictable.
Often managers do not understand whom, when and how to monitor for obtaining the maximum positive effect. At the same time, it is important that employees do not feel themselves under constant pressure.
Each manager has his own view on the problem of personnel control. Therefore approaches and methods to the task of control are very different.
Types of employees control
This type of control refers both to the control of employees, and to the control of the work process. In the case of selective control, the manager checks an optional employee at a selective stage of task execution.
The advantage of selective control is the saving of time and resources to conduct it, as well as the readiness of each employee for such check. That allows to maintain the quality of the staff work at a certain level.
The disadvantage of this type of control is the lack of a full picture of what is happening in the company. The manager sees only some mistakes or values of the particular person being checked. In most cases, the sample control is reduced to the punishment of the employee. The achievements of employees are taken for granted and are not encouraged.
Performing an individual control of the personnel the manager selects a certain employee and fully checks his work. Individual control is chosen by companies with a large number of employees performing a simple monotonous work.
For example, an iPhone manufacturing factory in Shanghai employs 50,000 people. To check the work of each of them is impossible and impractical. Individual control will allow to see typical mistakes in work by checking of several employees at each stage of the work.
To use individual control of personnel is particularly effective if the employee is already on your suspicion. The check will confirm his unsatisfactory work or find other reasons that are suspicious.
3. Explicit and implicit
Explicit control will immediately indicate violations in the work of the employee. For example, if you go to the “forbidden” site, it will display the message “STOP, visiting this site is prohibited by company rules.” This allows you to keep staff within the corporate constraints, but employees feel their pressure.
With implicit control of the employee, no one warns about violations. He freely visits “forbidden” sites, but at the end of the month he is expected to be administratively punished, fined or even dismissed.
In the practice of Roland Polsen, the University of Lund researcher, there were copywriters, who worked almost full working day at their personal blogs, developers who unpunished came later and left early, a manager who managed to do his dissertation right at the office.
Which control is more effective?
The well-coordinated team work to achieve maximum results is ensured by systematic continuous monitoring of personnel with the direct participation of the manager. The degree of the manager’s participation depends on the scope of the company’s activities, the situation in the team, the availability of reliable personnel. Most of the responsibilities for personnel control can be delegated to people who are trusted or even to a computer program.
The choice between an explicit and an implicit kind of control rests with the manager. Both methods help to control the situation in the company. Their use depends more on the nature and preferences of the manager.
Namely under the influence of systemic and constant control a corporate culture is developed and consolidated as a system of explicit and implicit rules and standard of conduct of employees in the office.
The main thing is to understand that the control of personnel is mandatory for any company.
Despite the laboriousness of the process of monitoring employees, the effective development of a company without it is extremely difficult.
Modern methods suggest the use of automated systems to monitor employees, allowing continuous monitoring of the staff work by any of the described methods. One of such system is our online service InspectSystem. We hope, with its help, the work with the employees control will be a simple and easy task for the manager.