Rules on E-mail.....Any suggestions?

S

samsung

#11
Think Environment before printing the emails. As a part of policy, taking print outs of the emails should only be permitted if absolutely warranted, else they may be archieved for future reference.
 
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Jim Wynne

Staff member
Admin
#13
One last question. What about losing precious work hours as a result of email abuse? Isn’t it theft?
No, it's not theft. Is it theft when people chit-chat about last night's American Idol, or the Stanley Cup playoffs? If there are indeed "precious hours" of work being lost, it's only a few who are doing it, and as I suggested earlier, those types are very inventive when it comes to finding ways to avoid work. Deal with those people and leave everyone else alone and let them do their work.
 

BradM

Staff member
Admin
#14
One last question. What about losing precious work hours as a result of email abuse? Isn’t it theft?
Allow me to expand a bit on what I think Jim is trying to convey.

Two Sundays ago at my church, there appeared two signs in the foyer (open hall area right outside the main worship area) that in big letters said QUIET! WORSHIP IN PROGRESS!!

What do you think those signs accomplish? OK, maybe one or two won't talk. But for the most part, those that talked before will still talk. Furthermore, instead of having a sign that says (or implies) Welcome! Thank you for coming here! We're blessed to have you... etc.; they see that sign. It irritated me so bad I talked louder. I know... not very christian, but I do tire of think-tank, micromanagement decisions at church.;) Several people commented on the negative overtone of the sign, as opposed to feeling it was a well thought out approach.

Yes, there is always going to be an element of abuse at work, stemming from Equity Theory, poor organizational skills, problems/stress at home, job dissatisfaction, etc. But there is that element of significant abuse that needs to be dealt with. Those require disciplinary action, which eliminates that problem, and provides strong motivation for others not to do the same things.
 
P

Polly Pure Bread

#15

Bev D

Heretical Statistician
Staff member
Super Moderator
#16
I too would expand upon Jim's response. I've seen these 'surveys' before. They are not typically well structured to achieve statistical significance nor can tehy quantify how much time is actually wasted - they can only rank the faliure modes based on opinion. NOWHERE has anyone acutually quatinfied how much time is spent on these activities, nor has their been any comparison of this method of activity vs the old fashioned way of reading in the bathroom or talking in the hallway.

Bottom line: you dont' know that you actually have a Problem. Nor do you know if the 'improvement' in the wasted time is worth the morale impact of not treating your employees like adults.

By the way - under your new policy how will using company assets to visit the cove be treated? How will you enforce it?
 

Pancho

wikineer
Super Moderator
#17
Despite their drawbacks, policies for this type are useful for the following reasons:

1)
It communicates the company's position to everyone.

2)
Provides a standard to which warnings can refer when those must be issued.

3)
Provides backup for company action in those rare cases of intolerable abuse.
 

Jim Wynne

Staff member
Admin
#18
Despite their drawbacks, policies for this type are useful for the following reasons:

1)
It communicates the company's position to everyone.
It's not necessary to communicate an unnecessary policy.

2)
Provides a standard to which warnings can refer when those must be issued.
People already know (or should) that they're supposed to be working during working hours. As I pointed out before, use of the Internet is no different from any other sort of diversion. Why isn't there also a policy that says that people shouldn't talk to one another about their visit to the doctor or some brilliant thing their child did?

3)
Provides backup for company action in those rare cases of intolerable abuse.
If abuse is really intolerable, you don't need a policy in order to do something about it. If people understand what's expected (e.g., that they work during working hours) and don't do it, action should be taken. It's usually prudent to keep a record of "counseling" or reprimands.
 

Pancho

wikineer
Super Moderator
#19
If people understand what's expected (e.g., that they work during working hours) and don't do it, action should be taken. It's usually prudent to keep a record of "counseling" or reprimands.
Jim, I think the key is in your the first part of your above sentence. If you don't communicate to people exactly what's expected, then how can you agree with them on it?

For us the policy has been useful. We instituted it a few years ago, after two severe abuses. None have occurred since then.
 

Jim Wynne

Staff member
Admin
#20
Jim, I think the key is in your the first part of your above sentence. If you don't communicate to people exactly what's expected, then how can you agree with them on it?

For us the policy has been useful. We instituted it a few years ago, after two severe abuses. None have occurred since then.
How do you know that just dealing individually with the two severe abuses wouldn't have the same effect? Do you think that blanket policies are the only way to communicate requirements?
 
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