Insights: Accountability

Law firms continue to base their entire business model on tracking billable hours. More often than not, clients feel they have little control of what a specific legal proceeding will cost. Why is it so hard for law firms to offer fixed deliverable-based pricing?

In the wake of the UK Parliament’s recent network security attack, it’s clear that no matter how well-designed our IT security systems and internal controls are, there’s always a risk of your organization falling victim to a cyber threat.

Many clients have recently asked us for our top recommendations for project management software and tools.  Our experience with these tools is mostly derived from helping our clients incorporate them into their processes while we add the accountability layer that is often missing in these tools to make sure things get done.

Few professional offices have to deal with as much information as law firms and remember so many critical things.

Headache-causing. Frustrating.  Sluggish.  These are some of the terms that go through our heads when trying to decode the complex regulatory requirements of Sarbanes-Oxley (SOX).

As the manager of a project or of a special company initiative, have you ever been in the position of realizing that nobody is taking the project seriously? 

When employees join a new company or new team, they often face a difficult challenge.  How to be accepted and begin contributing quickly?

Why do some of your employees get all tasks done on time and as expected, but others can’t seem to have the same success rate, even when those tasks are critical and are designed to avoid, transfer, or reduce risks to the business?
Is it their motivation? Their DNA?  Is it compensation? Is it culture?

We have put together a succinct infographic to help our clients drive accountability in the workplace by avoiding the following issues when using task management and/or accountability software.

The gig economy is here to stay.   Intuit estimates that by 2020, as many as 40 percent of Americans will be contingent, contract, or “gig” workers.  Gig workers can be freelancers, independent contractors, or any other outsourced employees who are hired on a per-project basis.
Some of these contingent workers choose to work outside of a payroll system either as full-time freelancers or as part-time workers who supplement their income by picking up gigs. Others take contingent jobs out of necessity even though they would prefer full-time employee status.