Harvest customer Jason Calacanis has started companies like Weblogs, Inc. (acquired by AOL), Mahalo.com and ThisWeekIn.com. Jason recently wrote about why his businesses track time and how that has helped them make better decisions.
Time tracking is a very touchy subject in the employment space, and you have to be very, very careful implementing it if you’re not in advertising, legal or consulting (where it’s standard). Time tracking asks team members to report on which projects and tasks they are working on down to the quarter hour.
It seems annoying, but it actually isn’t a big deal. It adds about five minutes to each person’s day—max —since most folks work on fewer than 10 tasks a day. The information you can get from it can be unexpected. For example, we realized that one of our video shows was costing eight times another, with two more sitting squarely in between. When drilled down, we figured out what the more efficient shows were doing, and applied those best practices to all the other shows.
Additionally, we went to our distribution partner and said, “Look, this is costing us more and here are the numbers—we need a better deal.” We got it!
If you’re having trouble motivating your team to adopt time tracking, Jason offers some sound advice:
Now, you will get standard objections like “I’m too busy to do this” and “You don’t trust me?” The first objection tends to come from high performers, who will respond properly to “I understand you’re slammed, but if you do this, it’s a short-term cost for a long-term benefit, because we’re going to show exactly how much more effective you are than everyone else—and you can use that in your next review!”
The “You don’t trust me?” protest tends to come from “eeyores” or low performers. When they respond this way, you should look them in the eye and say, “We wouldn’t have hired you if we didn’t trust you. This is for the good of the team.” Then say nothing. If they whine some more, you can use the metaphor of athletes who track every metric under the wisdom of “If you can measure it, you can manage it.” If they still complain? Well, it might just be time to hit the eject button on that employee.
Read more about the tools Jason uses for his business in this OPEN Forum article.