This guy always leave on time - lazy This girl always OT a lot - hardworking Who still judge like this? 🤷♀️ In fact, many old-school managers still prize long hours in the office as a sign of dedication. But valuing face time over actual performance is both flawed and counterproductive. We need to move beyond using time logged as a metric of commitment. Some dedicated professionals get quality work done efficiently during traditional hours. Others thrive by working in the evening when they have fewer distractions. Some need flexibility to tend to family needs. None of these should be seen as lacking commitment simply because they don't keep the same 9-5 schedule as their boss. The truth is, physical presence in the office reveals little about actual productivity and output. Two people can come in at 8 AM and leave at 6 PM but generate vastly different results. Time spent in the seat is not the same as time spent effectively. Rather than judging by outdated proxies like face time, managers should focus on what matters - results. Are projects moving forward and goals being hit? Is the team performing well? Those are the real markers of achievement, regardless of work schedule. With remote and hybrid work growing, we need to evolve past antiquated notions that time in the office equals top performers. The best teams have trust and alignment on goals. They don't police whether someone leaves at 5 PM or 8 PM as long as the work is meeting standards. Measure performance. Not just how long someone stays at their desk. That's how we maximize productivity and results while supporting work-life balance in today's world. The top talent is drawn to companies that get this. Stay away from the toxic, you deserve a better job.
Easy solution is to get rid of bad management😀 the challenge is that some of these managers may have a successful record using their old methods so the people they report to don’t want to change that and there’s some people who just have a controlling nature, lack of trust on others, and can’t let go. They’re just not good at empowering their team. I would bet a lot of these types look for short term results. The best thing to do for individuals is to identify the situation they are in, understand company culture, try to bring up these issues to leadership if they feel they would be heard and if there’s no hope for change, don’t waste your time there. Change what you can control. That’s all one can do.
One of the biggest conflicts I had when managing my offices was with Leaders who wanted to see my people in the office regardless of whether they were actually doing anything. I was told that there was always something to do, but I believed allowing people time to be with family or accomplish tasks outside of the office was important. We worked in an environment where there were going to be long days, weeks, and months. Because of that, I felt making people stay in the office when they weren’t needed was not taking care of them, but was actually counterproductive.
There is a reason on why companies set up shop in Asia and the government incentives to create a free trade zone within their countries to make it attractive for the investors to come. Those investors are like early settlers who came, saw and conquered. They create a toxic work environment and divide and rule policies. Part of the investment criteria is they dictate to those governments to endorse certain working policies and draconian labor laws and this has a rippling effect downwards. See the BIG picture now? It’s all part of the plan. It’s all the Matrix.
Agree, performance should be measured on commitment of the person in their job to get their task done in a timely manner without compromising on quality regardless of the time they are in office. However there are those that shows little commitment even when they are in office, so it’s hard to assume they are of higher commitment when they are not in office. Trust works both ways
No problems, we’ll all start paying by the hour, like it occurs for a lot of occupations outside the office. Your sign won’t come down quick enough.
Can't agree anymore with this, we need to change the way productivity is being measured. Question is how do we quantify the "productivity"? One simple measurement would be the combination of quality and timeliness. For example, when an employee who gets assigned the job, completed on time and the quality of the work done reviewed and approved by supervisor, we can safely say that the employee has a higher productivity compared to the one who is always late on delivering the job or the quality is not met.
So true but no matter how many times this is mentioned, we are living in a society that is less efficient, incompetent superiors (in some organizations), weak support system, inability to drill down the ground work process (the list goes on and on). Whilst spending time in office is often seen as good, hardworking, i see it as time management issue. Being good at workplace is not worth sacrificing our life. Let’s live…
If this 'point' can get direct to each of board of director's eyes and get into their brain and including the investor, business partner maybe also the sponsors that invest in that company n companies, that's even more than the greatest things will ever happen which most of them didn't even care about who they hiring a 'human' to do the job role position for their revenue growth. What 90% companies care by end of the day's is the right numbers result's as per expectation of that all 'shark'.. OR someone have to be in the listing top ten of next victim 'job hunting person'. I'm speak on behalf of experienced and some tragedies which it's remain as cycle of business work drama and political issues in the organisation. Some business founders, business owner, director's and hod which may think they have a good practice believe on this but it's not positive enough, not motivated enough then when the strategy plan didn't work out as been visualise, then below executives get the impacts as a punishment..comparison among staff and crony of boot licker always win by end of the day
Empowering and inspiring leaders to be a legacy makers
1moYou nailed it girl. Working hours can be productive and essentially performance can be measured . But I am just baffled that "some" management can be so rigid that you need to stay back or some staff prefers to do their gossip session from the minute they walk in to the office till tea time. Then start doing their work. How ironic can they be considered as hard working .