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How do you define "productivity"?

By Mean_Machine ·
My boss wants me to write a daily journal so he can see what I'm working on throughout the day. Out of eleven people in my department, I am the only one being required to do this.

He says I'm not producing, but I can view reports in our work order tracking software that says I've got the second most closed calls and the highest "billable" hours.

Is there a conspiracy to drive me mad? Is he trying to make me quit? Should I get HR involved on the grounds of harassment?

Help me.

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by dbabh In reply to A Model Of Excellence

Oh good God! How about just working instead of looking for ways to cover your ***.

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Re: Excellence

by vltiii In reply to A Model Of Excellence

What exactly would be the purpose of the lawyer? Based on what he has posted, his boss hasn't done anything illegal. Unless he has a contract (which is usually reserved for contractors and executives) he is an at will employee.

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Definately watch out!

by IT Security Guy In reply to Header

If they are spying on you, don't give them anything to report, other than that there is nothing to report. After gathering your documentation for a couple weeks, if you think you are still being watched, try to find a way of proving it. If you can't, go to your boss and say you think you are being monitored and ask if it is and why it is happening. This could mean the company is investigating people for something that is going on and you are just one of a group.

A question I have is are you a full time employee (FTE) or contractor? I think you should get your resume in order and start looking elsewhere in case you are being set up for something.

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Re: Header

by vltiii In reply to Header

Only hearing your side of the story, if I were in your shoes I would probably be considering employment somewhere else. If you constantly think that you're being "spied" on, etc, your work performance is bound to suffer.

Also, assuming that what you say is accurate, I probably wouldn't be so trusting of my fellow employees. You have to look out for number one first. They probably are! It's nice to have friends in the workplace, but ultimately, that's not why you were hired. It's the team leader, manager, or whatever the title of the person in charge responsibility to build team cohesiveness, even though the individual players can contribute to making this happen. You want to see your co-workers as team players? Where do you fit into the team?

Lastly, in my personal opinion, the workplace is not the time to be using a foul language. I feel that employees should always be professional in their performance during the workday. Using the 'F' word to often could be an area of contention with your fellow employees. Have any of them commented about it to you? If you're unsure of how to conduct yourself, in most cases you can look to how someone successful in the organization conducts themselves.

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Your work is 50% and relation with boss and others is the rest.

by navaneetham In reply to Tough one, I'd watch my b ...

Productivity in work is 50% of the story. Remaining 50% comes from your relationship with Boss first, other staff next and customers third.

If you are OK with 2nd and 3rd your office life will be very smooth. First find out what boss likes in term of subordinate staff behaviour. Take the case of your boss most liked subordinate and try to follow him/her. This could be anything from dress, speach style, etc. If you have ever irritated your boss, then meet and neutralise it first. All these takes time and you need to do it and wait with patience.

Best and business oriented bosses notice and recognises your changes in the right direction and will reward you soon.

Looking for alternate job is always one way of getting ride of the problem. But if the problem is at your end, you will face it in any organisation.

Best of Luck.

Nava

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You may be reading this all wrong....

by tngamecockfan In reply to Tough one, I'd watch my b ...

Believe you said that you were #2 in productivity and #1 in billable hours.

Could it be that you boss is wanting this information to........................................... use as a guide to improve the whole office. He/she just might like your results and what know how you are doing so good..

Just ask your boss in a non-hostile manner if this could be why? Better to ask about a positve than a negative?

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It think he's reading it right, but misses why

by The ole coon In reply to You may be reading this a ...

I've been on the management side of this exact scenario.

The situation was caused because of the customer perception of the work ethic demonstrated by the I.T. worker. Specifically, the I.T. worker did not adequately manage the communication and relationship with the local management team.

The perception of the local management was that the I.T. worker kept irregular hours, missed service appointments, and could not be located when needed.

The I.T. worker's statistics, in terms of closed cases in the call tracking system we used, was consistenly at the top; however the worker's management of the customer relationship blew chunks.

In the end, the I.T. worker found the door. In the interim, everybody was unhappy with the situation.

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by dbabh In reply to It think he's reading it ...

An excellent point, as I have already said, perception is everything. People can stare the truth straight in the face and not see it. Making sure your reputation is intact is very important. Listen to what your customers are saying about you. If they like your work, they think you are efficent and answer their problem quickly and correctly GREAT! But if your customers don't like to see you either because your foul mouth offends them or you ego is too vast, then it's time to work on your people skills.

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Watch your back and record everything

by IT Security Guy In reply to Tough one, I'd watch my b ...

I also agree you need to document everything you do to the level of detail of: what, when (time and date), how long it took, who was involved, where it took place, and even why and what you did afterwards for follow-up. Then you do need to talk to your boss, even if he/she isn't the type, you need to be able to say you have used all avenues available to you. You can also document the fact that you talked to your boss and even summarize what he/she said (if you can write down exactly what was said, that's even better). Print out copies of everything at least weekly to show your boss and keep a copy of everything on a flash drive/CD or diskette and keep updating it several times per day. If you took a phone call that ended up using 2 hrs, document it, especially if it kept you from doing other work that may be required or was more important.

If it turns out your boss is trying to get rid of you, at least he/she will have to prove their case when you show HR your 4" thick binder of documents and reports showing your workload. ALso, don't let anyone else know what you are doing. The report you show your boss, only show a summary and do it once to gauge his/her response: if it is positive, this could be a sign that the boss may want you in a different position. If it is a negative or dubious response, you may want to update you resume (which you should be doing at least twice per month anyway) and start looking elsewhere. And always keep your records as neutral as possible: don't say Joe Smith only worked 3 out of 8 hrs, that does not highlight your accomplishments, it shows someone who is trying to bring others down.

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2 Points

by Dilbert-Tom In reply to How do you define "produc ...

1) Keep a running log (relate to Date/time) of what you do and outcome(s). Filter your log to weekly status reporting, even if it is not 'required', see if there is some shared area (Network Drive) where you can save weekly status reports - this will offer you a basis for future CYA as this continues. Next time it comes up, ask your Manager how HE measures productivity, in a professional, concerned way. You stated "second most closed calls and the highest "billable" hours" - evaluate the "Quality of closure" (can you ask callers to evaluate your performance by specific criteria such as : courtesy, professionalism, effectiveness [was the issue resolved satisfactorily], timelyness, etc. ?).

And it likely will continue...

2) Get your Resume up to date, post it on the Web (I never post where it may cost me to do so). Seek work elsewhere, sounds like your manager is not seeing you as "Productive" perhaps for reasons other than 'raw' productivity. Ask yourself why this is - consider it a 'call'... You also mentionned something about the F-word - professionalism precludes certain expressions EVER at work, and can result in quite unintended offense with some co-workers (it can be considered as 'harrasment' by HR in many cases). Be the good example and regardless of how co-workers may speak at work NEVER use foul language of any kind (not a bad thing to work on even when not at work, generally foul language indicates insecurity - often perceived inferiority or defensiveness...and that's from folk who may remain unoffended yet may regard you as simply an inferior resource). If a different job can be found (especially at better pay, with a group that you think that you'd be comfortable with) - take it, meanwhile work as hard as you can so that they'll really miss you when you go.

Unless you can discover from your manager how you can be perceived as a more valuable resource (some impressions - while unfair - are REAL and potentially damaging.). I once had a manager who reacted to the sight of a newspaper in the cube (even unread), so I learned to put it in my bag. Currently, I work in a place with a VERY informal dress code (officially Jeans are OK unless frayed or torn), but my manager dislikes seeing jeans at work - so I wear Dockers or 'dress pants' (also black leather shoes, although many wear Nikes, etc.). One prior manager disliked seeing workers talking together (DOUBLE wasted time!!) - you've just got to figure out what Management LIKES to see, and make sure that tha's WHAT they see (and it may not relate directly to published policies). In a new job, see if cowrokers know of any such 'pet peeves' so that you can avoid them - Management may not ever discuss them openly (especially if they differ from published policy), but will take every opportunity to document 'problems' for those that annoy them.
If it involves dishonesty (like requiring an hourly employee to work off of the clock, etc.) or seriously makes you feel threatened or degraded (sexual advances, requirements for personal favors like picking up Dry Cleaning or paying for Manager's lunch, etc.) those issues need to be clearly documented in detail and presented to HR - but understand that if the issues are not sufficient to get the Manager terminated, there may be unpleasant consequences later... my rule of thumb on these issues is basically: "Are you ready to leave because of harrassment ?", if so, consider documenting and reporting.

Hope this helped.

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