Control carried out periodically
Posted: Tue Jan 21, 2025 9:25 am
This type of control implies that quality control of employees' work is carried out at a strictly set time, i.e. after a certain period. For example, daily at 10:00, every Monday at 9:00, on the last day of the month, etc.
A significant advantage of periodic control is that both the person being checked and the person checking know the exact time when the control procedure will take place. However, there are more disadvantages than advantages: control is carried out quite often, and this, in turn, entails an unnecessary waste of time (moreover, on both sides).
Control carried out periodically takes the form of a mandatory procedure, therefore, it becomes routine and can demotivate employees. To avoid such a reaction, it is better to use this type of control not for the purpose of checking the result, but to maintain the working condition, check the current state of affairs (i.e. control the execution of tasks not divided into specific stages).
Let's look at an example. Sales marketing with stockholder database department managers, in order to make decisions and maintain sales levels, need to know: how things are currently with clients, the standard of client visits and sales volumes for the current period. This means that periodic monitoring is a necessary procedure that can be carried out in the form of, for example, weekly planning meetings with all employees.
There are other cases when it is advisable to conduct periodic monitoring. For example, solving new complex problems or problems with a high level of risk and many unknown parameters. In this case, the situation cannot be "let out of control", since it can constantly change.
Let's look at an example. In order for a company to maintain its market share, it needs to attract key clients of a competitor company. The best specialists, who understand the importance of the task, undertake the task. Naturally, periodic monitoring will not demotivate their activities, since they need meetings with management to discuss the state of affairs and plan further actions.
Periodic monitoring of employee performance can also be used when it is necessary to determine why an employee cannot cope with simple tasks and make an appropriate decision: train him, transfer him to another position, or fire him.
Control of randomly selected points (selective)
Unlike other types of control, in this case, none of the employees know when management will decide to exercise control over the employees’ work, but they know that it will happen.
The time for conducting the control is chosen by the manager, checking the unprepared result, therefore it is considered the most suitable for the persons exercising management.
This type of control has many negative aspects: most employees experience stress, motivation decreases, an atmosphere of wariness and mistrust is formed in the team, and an objective assessment of activities is possible.
It is advisable to conduct random monitoring of employees’ work in the following cases:
If compliance with technologies and standards is checked. In this case, randomly selected points are an indispensable condition. For example, when checking the correctness of the product display in a store (in merchandising), the quality of medical products (in drug production). When monitoring randomly selected points, one important condition must be met: the work of absolutely all employees is checked - this will prevent a decrease in motivation.
If an employee regularly violates work discipline, has proven himself to be an irresponsible worker, or can only work “under careful supervision.”
If the activity is based on the principle of "mentoring" (coaching). For example, a coach (manager-mentor) can offer an employee to continue working independently, so that they can continue together later.
A significant advantage of periodic control is that both the person being checked and the person checking know the exact time when the control procedure will take place. However, there are more disadvantages than advantages: control is carried out quite often, and this, in turn, entails an unnecessary waste of time (moreover, on both sides).
Control carried out periodically takes the form of a mandatory procedure, therefore, it becomes routine and can demotivate employees. To avoid such a reaction, it is better to use this type of control not for the purpose of checking the result, but to maintain the working condition, check the current state of affairs (i.e. control the execution of tasks not divided into specific stages).
Let's look at an example. Sales marketing with stockholder database department managers, in order to make decisions and maintain sales levels, need to know: how things are currently with clients, the standard of client visits and sales volumes for the current period. This means that periodic monitoring is a necessary procedure that can be carried out in the form of, for example, weekly planning meetings with all employees.
There are other cases when it is advisable to conduct periodic monitoring. For example, solving new complex problems or problems with a high level of risk and many unknown parameters. In this case, the situation cannot be "let out of control", since it can constantly change.
Let's look at an example. In order for a company to maintain its market share, it needs to attract key clients of a competitor company. The best specialists, who understand the importance of the task, undertake the task. Naturally, periodic monitoring will not demotivate their activities, since they need meetings with management to discuss the state of affairs and plan further actions.
Periodic monitoring of employee performance can also be used when it is necessary to determine why an employee cannot cope with simple tasks and make an appropriate decision: train him, transfer him to another position, or fire him.
Control of randomly selected points (selective)
Unlike other types of control, in this case, none of the employees know when management will decide to exercise control over the employees’ work, but they know that it will happen.
The time for conducting the control is chosen by the manager, checking the unprepared result, therefore it is considered the most suitable for the persons exercising management.
This type of control has many negative aspects: most employees experience stress, motivation decreases, an atmosphere of wariness and mistrust is formed in the team, and an objective assessment of activities is possible.
It is advisable to conduct random monitoring of employees’ work in the following cases:
If compliance with technologies and standards is checked. In this case, randomly selected points are an indispensable condition. For example, when checking the correctness of the product display in a store (in merchandising), the quality of medical products (in drug production). When monitoring randomly selected points, one important condition must be met: the work of absolutely all employees is checked - this will prevent a decrease in motivation.
If an employee regularly violates work discipline, has proven himself to be an irresponsible worker, or can only work “under careful supervision.”
If the activity is based on the principle of "mentoring" (coaching). For example, a coach (manager-mentor) can offer an employee to continue working independently, so that they can continue together later.