When you oversee large hybrid or remote teams, you need a reliable solution for monitoring and improving employee productivity. Yet you’ve likely found that most tracking tools fall short when it comes to enterprise-level needs, such as: In this guide, we’ll cover the best employee productivity tracking platforms for enterprise users so you can invest in the right software for your team and budget.
You see them on Instagram or Tik Tok, laptop perched on a table in a café overlooking the beach in some dream holiday destination. They usually caption it with something like “Today’s office” to make all their friends stuck in a dreary downtown cubicle jealous. They’re the digital nomads. Kids in their twenties living the dream, armed with just a laptop, a decent education, and a sense of adventure. Except they’re not in their 20s anymore.
Productivity red flags can be hard to spot. Two forces – the transition to remote work and the rise of quiet quitting – tend to keep the source of productivity problems hidden in outsourcing firms, so only the outcomes are visible. We recently surveyed outsourcing companies of all shapes and sizes from around the world and learned that a staggering 80% of companies are facing these kinds of challenges.
Processes and systems are essential for growing an agency. They’re the scaffolding holding the structure in place. But too many agencies mistake scaffolding for structure, becoming overburdened with procedure at the expense of productivity, creativity and collaboration. Process should help agencies scale, not become a straitjacket that belabours daily tasks and prevents knowledge sharing.
In today’s globally connected economy very few businesses of a certain size restrict themselves to just a single country. In fact, even small ‘mom-and-pop’ businesses sell their products online all over the world. Employers of all kinds are tapping into talent and expertise from all around the world, and not just those with subsidiaries in multiple countries. Almost all businesses, organizations, and even governments are under pressure to reduce costs and do more with less.
Whether your organization aims to add flexibility to a traditional work model or require in-office time for remote workers, managing a hybrid workforce is a balancing act. If you’ve already started testing a hybrid model, you’ve probably run into issues like these: With careful planning and proactive problem-solving, you can design a hybrid approach that works for everyone. In this guide, discover 8 tips for successful hybrid workforce management.
Whether you’re building a remote-first business or you’re transitioning to a hybrid model, a work from home policy is crucial for setting expectations and establishing guidelines. Over the past decade, our fully remote team has grown to 100+ employees in 31+ countries. The Time Doctor team knows first-hand just how important it is to create a clear policy for both employees and managers.
If your organization plans to join the nearly 75% of businesses that offer a hybrid work model, take time to create comprehensive guidelines. With a hybrid work policy, you can avoid common issues with flexible work arrangements, including: Developing a policy that works for both management and employees doesn’t have to be difficult. In this article, you’ll find everything you need to get started, including a hybrid work policy template and suggestions for what to include.
Hiring a remote team has many advantages, from increased flexibility to decreased capital expenses. Yet remote work environments also have several downsides that, if left unchecked, can seriously compromise performance and even reduce retention rates. After 10+ years of working remotely—starting long before working from home became the norm—the Time Doctor team knows all the ups and downs of this work model.
