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When our company first began implementing employee tracking the goal was to help our staff understand their own performance, co-educate and to attempt to suppor
by jeffalyanak 8y ago
When our company first began implementing employee tracking the goal was to help our staff understand their own performance, co-educate and to attempt to support a culture of experimenting with every aspect of our work.
Our initial systems ended up being decent at keeping people "moving fast" but in our first few feedback sessions we found it stressed people out, encouraged competition instead of co-education and locked people into workflows they "knew worked" rather than fostering experimentation.
We quickly killed all but the most basic performance tracking aspects of the project and we found better ways to achieve our goals.
We now have a sort of "opt-in" tracking for staff who are interested in testing the strengths and weaknesses of a novel approach, for example. This puts the data in their hands as a tool to convince us of the validity of their approach and the empowerment is not trivial.
It's far more friendly and humane but it's also something that benefits everyone at the company.
- icebraining 8y agoI'm curious; in the first version, where was the data stored and who had access to it?
- jeffalyanak 8y agoThere was an intranet portal available to all the staff and much of the day-to-day data was presented directly to the staff as they completed their work. However, only management was really "engaging" with the data, the staff themselves only interacted with it enough to outrun it. Now, employees feel excited about the opportunity to dig into datasets that they created with some specific intent and it's the staff themselves that engage directly with management. It's just much better all around.