Working in every little company as a manager is considered to be a really difficult task, which is proved by the fact that similar person has to have plenty various factors under control. First and foremost, he has to check systematically whether everybody is working appropriately. To do that he has to check inter alia how many tasks has been done by each employee and compare it with others.
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On the other side, making employees aware that somebody is almost standing ahead of them with a watch and counting how much time did they spend on different tasks is considered to make them be substantially less motivated to do their work appropriately. Nonetheless, there is another way of using employee time tracking in order to make them not feel stressed, but rather better motivated to work more rapid. It is proved by the fact that if we would provide them with an occasion to leave work earlier in case they have finished their job faster, they would with no doubt in majority of cases appreciate this offer.
Another attractive fact connected with time management is that it might increase healthy competition between miscellaneous employees. It is proved by the fact that the people employed in a company would be, due to it, more willing to work quicker than their mates. Furthermore, we may introduce a motivation system that would also provide gifts for employees, who worked the best. That’s the reason why, as we can observe, employee time tracking has its positive aspects and negative sides.
In the light of the points mentioned above, we should keep in mind that efficiency should be not only one factor influencing decisions of people responsible for management in an enterprise. It is proved by the fact that focusing only on the aspect of effectiveness may result in worsening of the satisfaction of the employees. As a result, employee time tracking ought to be implemented in such way that it would respect the demands of the people employed in the enterprise and still make them feel like they are human beings, not human resources.
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