How Do You Balance Employee Freedom and Accountability in High-Movement Roles?

Hello,

In a few consultancies that I have done (in Dubai), I have noticed that a few companies do not track the movement of employees or, for that matter, even their attendance!

While the tracking of movement need not be rigid enough to strangle the employee, do you think there needs to be a simple system, just for accountability? Right now, in a real estate company, I am facing a dilemma as to whether to bring this into place or not. Sales, Property Management, and Property Development - these three departments have a lot of movement outside the premises. While some work well, there are some who do misuse this, which is not productive for the organization.

To begin with, a simple system of just leaving a message with the receptionist sounds ancient, but it may work here. I am not sure. Your views may help me in taking a decision.

Geetha

Hi Geetha,

Yes, you are right. It's very difficult to trace them. It's quite easy to track the movement of the inbound employees by Biometric Machines, etc. But the employees who have to work in the field or frequently move in or out, it's not that feasible.

You have to get the support of the departments as well. You need to instruct the employees to submit reports on their daily outdoor activities. For instance, where they were, whom they met, etc. You can also verify this information by calling them.

Trust is the most important factor and will provide comfort to both employees and employers. To streamline everything, it's crucial to ensure they feel comfortable.

For the sales team and business development teams, results are more important than office participation. If they are producing results, there is no need to enforce strict monitoring of their movements.

I hope you understand, and if you have any queries, please feel free to contact me.