Holding people accountable in the workplace requires a full closed feedback loop to be really effective. If we are able to track actual results as people complete their assigned tasks, do you think they will be more inclined to make sure things get done?
Everybody is talking about the power of checklists to improve overall productivity. But how can these simple productivity tools actually significantly improve quality of life?
Software companies are trying to figure out how to empower their users so they can figure things out on their own. Intuitive graphical user interfaces, embedded help, FAQs and user forums are some of the concepts that have developed recently to help software companies scale more efficiently.
We often engage with our clients in the early stages of a CommandHound-driven accountability initiative to help them define how to best use CommandHound in conjunction with their existing operational systems.
Most people nowadays use a number of disparate applications and methods to store all of their action items, projects, and tasks. Why is it so hard to consolidate that mess into a common approach that tracks and reminds us of what needs to get done in one place? Here is a way out.
Nowadays, we are spending more and more time working at all hours of the day and night. Worst yet, we talk ourselves into believing that things will get better soon.
Did you know that the most important part of CommandHound is your Inbox? Inbox first, then Dashboard (to review your own Control Towers), then everything else. Here is a nice Infographic to get you to easily incorporate CommandHound into you morning routine.
Have you ever wondered if it is worth the investment to develop mobile-friendly ways to give your employees access to critical business applications? And, how important is it to focus on the user’s experience in realizing the expected results?
The gig economy is here to stay. Intuit estimates that by 2020, as many as 40 percent of Americans will be contingent, 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.