How Can We Manage Excessive Cell Phone Use at Work Without Demotivating Staff?

Hi All,

I want to know how we can prevent our employees from using cell phones excessively while at work. We are a software company and find most of our developers and testers on the phone most of the time. We don't want to introduce a policy to demotivate people, but at the same time, there should be a way in which we can control it. Any help in this regard would be highly appreciated.

Thanks, Sameer

Dear Sameer,

I personally feel that this issue is totally personal and should not be interfered with by the management. As long as it does not affect work, I think you should not try to parent them. On the other hand, if it affects work, then take proper action to ensure that work is not affected or hampered in the same way you treat other offenses.

In the end, I would like to state that if you are giving mobile expenditure reimbursement, then you can specify a limit, and if a limit already exists, specify it for official calls. Counsel them; always remember, we pay them for their services only and should not interfere with what they are doing as long as they serve us as per our expectations.

Regards,
SC

That's precisely my point. Their excessive use of cell phones is affecting their productivity.

We are a small software company and getting people is difficult, so we don't want to do anything that will make them leave us. They are productive but can be more productive.

I know the problem points out towards their managers being capable enough to motivate them to be more productive, but do we really have those kinds of managers. In my 7 years of working experience with 4 different bosses, I have seen only 1 who knew how to motivate people. He would promise a whole meal to a starving person and just give half the starter, if you know what I mean. But all said and done, he knew how to get the work done.

So my question, do good managers really exist or is it all bookish.

Thanks,
Sameer

Hi,

Swastik is right. You cannot stop any employee if he gets a call on his cell, provided it is not hampering the work. Secondly, if you have given an official number to them, then you can keep track of calls so that you will be able to know whether those are personal calls or official ones.

Regards,
Sujata

Dear Sameer,

I feel the first, please do not get confused with what is expected and what can be expected. Look, you must have targets and appraisal processes in place. If an employee fulfills that, then how do you ascertain that he is working below his capability.

If you have an appraisal system where a person can get more out of productivity, that is productivity-linked incentive scheme, then it remains with the employee to ascertain how much growth he or she desires. Not everybody has great ambitions, and not everybody wants to be a star performer. I have seen employees who are ready to sacrifice their career growth potential for family life. Some people do not study Marine Engineering, refuse excellent offers in Construction Companies, or do not settle abroad for the sake of their family. Many people have left dream offers for the sake of their family as well. It depends on the individual's calling.

What I am trying to say is this: You can have a standard below which you won't accept, but you cannot compel everyone to reach your Maximum Standard.

Another thing, if you feel your workforce is underutilized, then simply raise the bar, instead of sitting and discussing pre-conceived notions.

Regards,

SC